What Happens After You Implement Scripta’s Rx Navigation? Four Benefits Leaders Tell It Straight.
Four organizations. Four very different populations. More than $5 million in combined pharmacy savings. One candid conversation about implementation, member engagement—and what they wish other benefits leaders knew.
Benefits leaders have heard the promises before. A new solution will lower costs, employees will engage, implementation will be easy, and the experience will be great. It's no surprise that they approach those promises with some skepticism.
The four panelists who joined Scripta, Straight From Our Clients had questions of their own when their organizations first considered Rx Navigation.
Jill Musser, Senior Director of Benefits at Penn State University, wondered whether the projected savings would materialize as quickly as promised. Christy Carver, Corporate Benefits & Payroll Director at Cubic Corporation, remembers thinking the concept sounded “too good to be true.” Lewis Berger, Director of Data Strategy & Analytics at health plan Gravie, approached the savings projections with an analyst's skepticism. And Erin Cross, Lead HR Consultant at a large energy employer, anticipated questions from employees about personalized prescription communications.
Now they have something they didn't have when making those decisions: firsthand experience.
Their organizations represent very different populations and business models, from Cubic's approximately 3,000 covered lives to Gravie's roughly 100,000 members across small and midsize employers. They've also been using Scripta for anywhere from months to more than four years.
We brought them together to talk about what actually happened after implementation: what surprised them, what got members to engage, how employees responded and whether the savings held up.
Despite their different starting points, they had a lot in common—starting with how easy implementation turned out to be.
Another vendor doesn't have to mean more work.
Before discussing savings, Musser raised something benefits teams rarely have enough of: time.
Having been through dozens of vendor implementations over her career, she knew that adding another solution could mean more meetings, testing, troubleshooting and details that ultimately became her team's responsibility. She expected Scripta to require significantly more work than it did.
Instead, Scripta arrived with a clear plan, handled the details and required surprisingly little administrative lift from Penn State. Musser is generally reluctant to describe any implementation as seamless because “it's never that.” But she said Scripta's implementation was one of the rare exceptions.
Carver had a similar experience at Cubic. Accustomed to following up with vendors to keep implementations on track, she found the dynamic reversed. “I was trying to keep up with you guys,” she recalled.
For benefits leaders juggling multiple vendors and competing priorities, that makes a difference. The financial ROI of a solution is important, but so is the internal work required to produce it.
At Penn State, the results have been substantial: $2.36 million in reported savings and 2,557 prescription switches in approximately the first year. Yet Musser is equally enthusiastic about how little effort her team has needed to invest to achieve those results. “I do so little work to get savings back,” she told the panel.
“We truly just kind of handed it off and said, ‘Here you go.’ That is unheard of, certainly in my experience.” — Jill Musser, Penn State University
When members see the value, they take action.
A savings opportunity identified isn't necessarily a savings opportunity realized. Employees have to engage, and that was one of the biggest unknowns for Cross's team going into launch.
They didn't have to wait long for an answer.
Within the energy employer's first month, employees made 260 Help Me Switch requests, using the Scripta app to ask for help switching to a lower-cost prescription with their doctor and pharmacy. Six months in, 639 members had made 1,061 prescription switches, generating approximately $545,000 in total savings.
For Cross, the numbers were only part of the story. She credits the early engagement in part to the product itself, describing Scripta as intuitive and easy for members to use. Employees could quickly recognize the value of their personalized savings opportunities and get help making a switch.
Members can request assistance directly through the Scripta app or call the Member Success team, which can help coordinate with their prescriber. They don't have to research alternatives or navigate the process alone.
“We were pleasantly surprised—kind of shocked—with the immediate engagement.” — Erin Cross, Large Energy Employer
Cross had another reason to be pleasantly surprised. Her workforce is particularly attuned to privacy and data security, and she anticipated questions or complaints about receiving personalized prescription information.
Instead, Cross reported no negative feedback from employees. Even the repeated home mailings she thought might prompt concerns generated engagement rather than complaints.
For Musser, that kind of response speaks to how Scripta positions the benefit. Rather than asking employees to help Penn State reduce costs, the program gives them an opportunity to save money themselves.
“It's not, ‘Hey, you can do this to help Penn State,’” she explained. “This is, ‘Hey, you can do this to help yourself.’”
And the value of that first successful switch can extend beyond the immediate savings. Gravie's data reinforces that pattern: members who save once are approximately four times more likely to act on another savings opportunity.
The right message, delivered the right way.
Even a valuable benefit needs to reach the people who can use it. And as these four organizations learned, there isn't a single communications playbook that works for every workforce.
Cross's team worked with Scripta to develop a customized communications strategy, combining leadership support and multiple channels, including a video featuring an executive outside HR. Penn State timed its rollout around the academic calendar, when faculty and staff would be most receptive. Cubic regularly reinforces Scripta through benefits communications and reminds employees that personalized savings messages are legitimate.
Several clients also found that old-fashioned mail was particularly effective. For Penn State, home mailings helped reach employees and dependents without requiring them to visit a website or search for information.
“The onus is not on the employee or the family member to go hunt it down,” Musser explained. “It's right there in their mailbox.”
The takeaway? There's no one-size-fits-all approach. What works depends on the workforce. Penn State, for example, takes a particularly careful approach to employee privacy, making text messaging opt-in.
At Cubic, Carver has found Scripta's communications materials helpful in making member education more approachable and engaging. She also emphasizes the importance of understanding the company's culture and reinforcing the message throughout the year.
Cost containment without somebody losing.
For Berger, whose health plan serves small and midsize employers, pharmacy cost containment is particularly important. A significant rate increase can affect whether an employer can continue offering health insurance at all. But reducing costs shouldn't come at the expense of the member experience.
Berger describes Scripta as a “win-win-win”: members can save money and better understand their prescription options, employers can reduce plan costs, and the health plan can help bend the cost curve without relying on punitive restrictions.
It's a priority Cross shares from the employer side. Her team was looking for ways to control rising pharmacy costs while continuing to offer attractive benefits and helping employees and their families manage their own prescription expenses.
At Gravie, that balance is showing up in the results. The program has generated more than $1.5 million in claims-confirmed realized savings. Across 946 members making 2,603 lower-cost prescription fills, the program has also received 100% positive feedback among Member Success survey respondents.
“It's very rare you're able to, as a health plan, drive cost containment without somebody losing.” — Lewis Berger, Graive
Clinical expertise behind every savings opportunity.
Finding lower-cost prescriptions is only part of the equation. Helping members and their doctors navigate those options is just as important.
Carver likens Scripta to having a “personal shopper” for prescriptions. Rather than expecting employees and their families to become experts in drug pricing or research alternatives on their own, Scripta identifies potential savings and helps them navigate their options. Members get personalized support without having to figure everything out themselves.
For Carver, another important part of that support is keeping physicians involved in decisions about prescription changes. Members are encouraged to discuss potential changes with their doctors, preserving the physician's role in determining the most appropriate treatment. And saving money doesn't necessarily mean changing medications entirely. Depending on the prescription, savings might come from switching to a different dosage or formulation, or choosing a lower-cost pharmacy.
At Cubic, Scripta also helps bridge the communication between members and their physicians. Through Scripta's electronic exchange requests, physicians can receive information about potential lower-cost alternatives while members receive their own savings recommendations. Both parties can come to the conversation with relevant information, rather than leaving the member to explain the program alone.
That same clinical expertise also helps clients develop more tailored strategies. At Gravie, Berger's team works with Scripta's clinical experts to identify opportunities for targeted incentive campaigns. When a therapeutically appropriate lower-cost alternative could generate meaningful plan savings but the member's copay would remain unchanged, the teams can offer an incentive, such as a gift card, to encourage consideration of the alternative while maintaining the appropriate clinical outcome.
Beyond individual campaigns, Berger values being able to bring Scripta's team broader pharmacy cost and member-experience challenges, explore solutions together and tap into clinical expertise beyond the standard program.
Why the value builds over time.
No one on the panel has watched the program develop longer than Carver. Cubic implemented Scripta in February 2022, and she's candid about the beginning.
Year one was fine. The program delivered a return, employees were becoming familiar with it, and engagement was growing. But financially, it wasn't yet the “wow.”
Then the results began to build.
As each year progressed, Cubic saw savings increase without dramatically increasing the amount of work it put into the program. The company continued educating employees, reinforcing the benefit and encouraging them to pay attention to personalized savings opportunities.
Cubic has now reported $847,000 in total savings, 2,999 prescription switches and 4.58x lifetime ROI.
Its experience is also relevant for smaller employers evaluating whether Rx Navigation can deliver meaningful results for their populations. With approximately 3,000 covered lives, Cubic is considerably smaller than the other organizations represented in the discussion. Carver wanted those employers to know that significant savings aren't limited to organizations with tens of thousands of employees.
“Once people realize it's not too good to be true, they stick with it” — Christy Carver, Cubic Corporation
Berger sees a similar pattern at Gravie, describing a snowball effect: members who save once are more likely to engage again, while new members continue entering the program. It's why early results don't necessarily reflect the full savings potential.
That momentum has helped Gravie exceed its initial projections. Berger, once skeptical of the numbers, now finds himself reporting to leadership that “Scripta is beating our expectations again on savings.”
What would they tell another benefits leader?
So, what advice would these four benefits leaders share with peers considering Rx Navigation? Here are their biggest takeaways:
Erin Cross: Build leadership support early and communicate in ways that reach your particular workforce. Don't underestimate how quickly members may respond when they recognize the personal value.
Lewis Berger: Bring your real challenges to the table and treat Scripta as a collaborative partner. Look beyond the first few months when evaluating the opportunity.
Christy Carver: Know your company culture and keep educating employees. Savings projections may win over leadership, but ongoing engagement is what makes the difference.
Jill Musser: It's reasonable to be skeptical. Ask the tough questions, understand the guarantees and let the results speak for themselves.
So, what happens after you implement Rx Navigation? For these four organizations, the results speak volumes: meaningful savings, engaged members, easier benefits administration and value that continues to grow. And while each organization's experience is different, all four leaders have a story worth sharing.
Hear it straight from them. Watch Scripta, Straight From Our Clients for the candid conversations, real-world results and lessons learned along the way.
Results cited are through June 2026 and reflect each client's individual population, program and period of participation. Individual results will vary.
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