1 issue
Lockheed Martin Corporation
52-1893632· Bethesda, MD· 2025 filing· vs 1 plans your size
B
0/100
Overall grade
Solid plan with a few things to improve.
–
Fees
not graded
A
Financial Wellness
C
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 $13,525/employee a year. That's more than 91% of similar plans.
lower91th percentilehigher
Plan design
The employer contributes through profit sharing rather than a standard match.
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.
Automatic enrollment
New hires are enrolled by default. Plans with auto-enroll see much higher participation.
Safe harbor not reported
The filing does not establish whether this plan uses a safe harbor design, so it does not affect the grade.
Default investment (QDIA)
Employees who never pick investments land in a sensible default, usually a target-date fund, instead of cash.
No brokerage window
Employees can only invest through the plan's core fund menu. A brokerage window opens the wider market for people who want more control.
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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Key insights
- Strongest area: financial wellness. Strong savings. Employees put away $13,525/employee a year. That's more than 91% of similar plans.
- Best place to improve: plan design. The employer contributes through profit sharing rather than a standard match.
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