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Ginny Crisp's avatar

This is a nuanced argument that deserves more attention in the employer benefits conversation. The fraud prevention function of PA is real, and it is almost never discussed when employers and brokers evaluate their utilization management programs.

From the pharmacy side, we see both realities simultaneously. In many drug categories, PA approval rates exceed 90%, which means the program is adding administrative friction without meaningfully changing utilization. That is the waste side. But in specialty pharmacy, compounding, and high-cost categories specifically, the prospective review function catches patterns that post-payment audits would miss entirely. We have seen compounding claims from the same prescriber-pharmacy pair that would have processed without question in a system without prospective controls.

The "smarter controls, not fewer controls" framing is the right one for employer plans. The question is not whether to have PA. It is whether your PA program is applying intensive review where the fraud and waste risk is highest while reducing friction where approval rates tell you the review is adding no value. Most PBM contracts apply PA uniformly rather than risk-stratifying, which means employers are paying for maximum administrative burden across the board while getting targeted fraud prevention in only a few categories.

Gold Card concepts applied at the PBM level, where high-performing prescribers get reduced PA requirements, would be a meaningful step. Most PBMs do not offer it unless the employer asks.

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