R1 Discover · Value Model

What is operationalizing your curriculum actually worth?

A value model for behavioral health programs evaluating R1 Discover. Adjust the assumptions to match your organization. Toggle the scenario and funding model to see how sensitive the result is to the parameters that matter most.

How is your program funded?
Year 1 net value
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Illustrative estimate — not a guarantee
ROI multiple
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Gross value ÷ year-1 investment
Payback
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Months to recoup year-1 spend
3-yr net
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Net value over three years
Adjust the model

Your assumptions

01 — Organization

Your organization profile

02 — Capacity created

Time R1 Discover gives back

These inputs reflect R1's claimed time savings. The scenario toggle applies a realization rate (% in ) — the share of saved time that is actually redeployed into productive, billable, or capacity-relieving work.

03 — Revenue & outcomes

Engagement-driven revenue

Assigned R1 engagements create new billable touchpoints. Improved engagement also lifts retention to the next level of care. Scenario controls capture rate (%) and retention lift (%).

04 — Workforce

Turnover cost avoided

Behavioral health turnover runs 25–50% annually. Skills development and reduced facilitator burnout reduce departures. Scenario sets reduction at percentage points.

05 — Investment

What R1 costs

Not included in the headline

Additional potential upside — harder to attribute

Reduced facilitator turnover is a real economic benefit, but it is harder to attribute directly to R1 Discover, so it is excluded from the ROI, payback, net-value, and gross-value figures above. It is shown here separately as potential upside.

Workforce retention
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Methodology

What this model counts — and what it doesn't.

Realization rate is explicit, not assumed. Saved time only becomes recovered dollars when it's redeployed into productive work. The scenario toggle scales this discount factor: 30% conservative, 40% realistic, 60% optimistic.
Three headline levers, plus one shown separately. The headline ROI counts realized capacity, new billable engagements, and client retention to the next level of care. Reduced workforce turnover is modeled but shown separately as additional upside — it is real but harder to attribute directly. Each lever has its own construct; none are double-counted.
What's not counted (yet). Compliance risk reduction, grant-readiness uplift, audit defensibility, EHR/LMS integration savings, and downstream improvements in length-of-stay or substance-free rates. These are real but harder to quantify without organization-specific data; treat the model output as a floor, not a ceiling.
Limitations to be aware of. Steady-state assumption holds value flat across years 2–3; in practice, expanded adoption and deeper integration typically grow value. Workforce retention modeled as percentage-point reduction in annual turnover, applied to current headcount.

This calculator is a planning tool. Output reflects the inputs and scenario you've chosen and is not a guarantee of returns. Actual results depend on implementation depth, organizational readiness, and program-specific factors. R1 Learning recommends pairing this estimate with a tailored value assessment before procurement decisions.