2 critical issues
Envision Healthcare Operating Inc.
93-4099984· Nashville, TN· Fidelity· 2024 filing· vs 73 plans your size
B
0/100
Overall grade
Solid plan with a few things to improve.
B
Fees
A
Financial Wellness
B
Plan design
F
Compliance
Fees
Your plan pays around 3 bps of assets per year. Similar plans pay around 10 bps. Your plan is cheaper than about 84% of similar plans.
cheaper16th percentilepricier
Financial Wellness
Strong savings. Employees put away $13,898/employee a year. That's more than 93% of similar plans.
lower93th 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.
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.
Compliance & health
2 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.
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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Fidelity
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Key insights
- Strongest area: financial wellness. Strong savings. Employees put away $13,898/employee a year. That's more than 93% of similar plans.
- Best place to improve: compliance & health. 2 critical issues on the latest filing. These need attention.
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