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Basic Capital
1 critical issueTerminating

Mid-Valley Dental, S.C.

39-1852354· Little Chute, WI· 2025 filing· vs 7,505 plans your size in your industry
F
0/100
Overall grade

Falling behind on most measures.

F
Fees
estimated
–
Financial Wellness
F
Plan design
C
Compliance
Fees
Estimated · fees not public

We estimate 110 bps all-in for a plan this size, covering AUA, per-employee, and admin costs.

F
cheaper95th percentilepricier
Financial Wellness
n/a
Plan design

The employer contributes through profit sharing rather than a standard match.

F
Employer contributes via profit sharing
No standard match, but the employer puts money in through profit sharing. Often a flat percentage to everyone, which works like a match for employees.
No automatic enrollment
Employees have to opt in themselves. Auto-enrollment is the easiest way to lift participation, and most newly started plans are now required to include it.
Not safe harbor
The plan has to pass annual IRS nondiscrimination testing, which can cap what owners and higher earners are allowed to contribute.
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.
No Mega Backdoor Roth
High earners are capped at the standard contribution limit. A Mega Backdoor Roth lets them save well past it with after-tax dollars converted to Roth, and it's one of the most-requested features at competitive companies.
Compliance & health

1 critical issue on the latest filing. These need attention.

C
Plan filing final return, in-market for rollover/replacement
Flagged on the latest filing. Worth a closer look with your provider.
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Recordkeeper
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Key insights

  • Strongest area: compliance & health. 1 critical issue on the latest filing. These need attention.
  • Best place to improve: fees. We estimate 110 bps all-in for a plan this size, covering AUA, per-employee, and admin costs.
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