1 issue
Kellanova
38-0710690· Chicago, IL· 2024 filing· vs 63 plans your size
A
0/100
Overall grade
Strong plan across the board.
–
Fees
not graded
B
Financial Wellness
A
Plan design
B
Compliance
Fees
Estimate only · not graded
Fees aren't disclosed. A typical estimate for a plan with this asset level is 14 bps, but this estimate is not graded.
Financial Wellness
Strong savings. Employees put away $8,406/employee a year. That's more than 77% of similar plans.
lower77th percentilehigher
Plan design
Well-designed. Has the features that matter most.
Employer match
The plan matches employee contributions, the single strongest driver of participation and savings.
Profit sharing
The employer also makes profit-sharing contributions on top of the match.
Automatic enrollment
New hires are enrolled by default. Plans with auto-enroll see much higher participation.
Safe harbor
Guaranteed employer contributions exempt the plan from annual IRS testing, so owners and higher earners can contribute the full limit.
Default investment (QDIA)
Employees who never pick investments land in a sensible default, usually a target-date fund, instead of cash.
Brokerage window
Employees can invest beyond the core fund menu through a self-directed brokerage account.
Compliance & health
1 item to review, nothing critical.
Fidelity bond below 10% of BOY assets, ERISA 412 violation
The reported ERISA fidelity bond is below the 10%-of-assets guideline based on beginning-of-year assets. Fast-growing plans can look under-bonded on paper; confirm against the plan's current bond coverage.
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Not identified
Key insights
- Strongest area: plan design. Well-designed. Has the features that matter most.
- Best place to improve: financial wellness. Strong savings. Employees put away $8,406/employee a year. That's more than 77% of similar plans.
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