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Basic Capital
1 issueTerminating

403(b) Thrift Plan of the Arc San Francisco

94-1415287· San Francisco, CA· Mutual of America· 2025 filing· vs 394 plans your size in your industry
F
0/100
Overall grade

Falling behind on most measures.

F
Fees
estimated
–
Financial Wellness
F
Plan design
B
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
cheaper100th 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.
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 item to review, nothing critical.

B
Fidelity bond below 10% of BOY assets, ERISA 412 violation
The plan's required insurance bond looks smaller than the 10% of assets the law requires. Easy to fix, but a clear gap until it is.
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Recordkeeper
Mutual of America

No provider notes available.

Key insights

  • Strongest area: compliance & health. 1 item to review, nothing critical.
  • 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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