3 critical issues
Seattle Childrens Healthcare System
91-1250116· Seattle, WA· Fidelity· 2025 filing· vs 91 plans your size
C
0/100
Overall grade
Middle of the pack, with clear ways to do better.
–
Fees
not graded
B
Financial Wellness
A
Plan design
F
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 $8,230/employee a year. That's more than 75% of similar plans.
lower75th percentilehigher
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.
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.
Brokerage window
Employees can invest beyond the core fund menu through a self-directed brokerage account.
Compliance & health
3 critical issues on the latest filing. These need attention.
Failed IRS fairness test
The plan failed its annual IRS fairness test and had to refund contributions to higher-paid employees. A safe harbor design eliminates this problem entirely.
Late employee deposits
Employee 401(k) deposits didn't reach the plan on time. The DOL treats this as a prohibited transaction, and it's one of the most common audit triggers. It needs a formal correction, not just a late deposit.
Required benefit distribution not paid
The plan failed to pay out benefits on time, which can carry penalties owed to the affected employees.
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.
Failed to pay benefits
The plan failed to pay out benefits on time, which can carry penalties owed to the affected employees.
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Key insights
- Strongest area: plan design. Covers the basics. A few high-impact features are missing.
- Best place to improve: compliance & health. 3 critical issues on the latest filing. These need attention.
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