1 critical issueTerminating
Dorman Preschool Center
61-0620554· Shelbyville, KY· 2025 filing· vs 549 plans your size in your industry
D
0/100
Overall grade
Below average. Several areas need attention.
F
Fees
estimated
–
Financial Wellness
C
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.
cheaper100th percentilepricier
Financial Wellness
Plan design
Covers the basics. A few high-impact features are missing.
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.
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.
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.
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.
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
Not identified
Key insights
- Strongest area: plan design. Covers the basics. A few high-impact features are missing.
- 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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