Chapman Automotive Group, L.L.C. 401(k) Review & Grade
Chapman Automotive Group 401(k) Plan and Trust
Chandler, AZRetail Trade2,005 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$1,187Employer $ per active participant
$3,434Employee $ saved per active participant
0.39%Direct admin cost, % of plan assets
$94.0MNet plan assets, end of year
$83,254Average balance per account
Score breakdown
- Employer generosity34.3 / 5069th percentile for employer $ per participant
- Low cost7.9 / 2531th percentile for low admin cost vs. same-size plans
- Employee saving8.7 / 1558th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score41 / 100 · Grade D
This plan vs. peers
Peers: Retail Trade plans with 500–2,499 active participants (719 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 69th |
| Lower admin cost | 31th |
| Employee saving | 58th |
| Peers that auto-enroll | 48% |
Get the monthly 401(k) report card
The best and worst plans, new grades as filings post. One email a month, no spam.
Red flags from the filing
Late deposits: the filing says some employee contributions were not sent to the plan on time ($15,759 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $334,797 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Chapman Automotive Group put in about $1,187 per active participant, more than the typical peer ($743). Contribute at least enough to collect the full match. Skipping it leaves part of your pay on the table.
- The filing shows total dollars, not the match formula. Ask HR for the Summary Plan Description so you know the exact match and vesting schedule.
- Direct plan expenses (0.39% of assets) are well above similar-size plans (0.23%). Check your annual fee disclosure, choose low-cost index funds if you can, and think about whether savings beyond the match belong in an IRA.
- The plan reported late deposits of employee contributions. Compare your pay stubs with your account statements, and contact the plan administrator if money shows up late.
- Changing jobs? You can usually leave the money in the plan, move it to your new employer's plan, or roll it into an IRA. Don't cash out: you'd owe taxes and possibly a 10% penalty.
The raw numbers from the filing
| Employer contributions | $2,379,966 |
| Participant (employee) contributions | $6,885,408 |
| Other contributions (incl. rollovers in) | $878,699 |
| Administrative expenses paid from the plan | $343,447 |
| Contract administrator fees | $181,490 |
| Investment advisory & management fees | $110,987 |
| Benefits paid out | $8,682,193 |
| Net assets, start / end of year | $82.3M / $94.0M |
| Active participants, start / end of year | 2,147 / 1,863 |
| Participants with account balances | 1,129 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Baker Tilly US, LLP |
Largest service providers (Schedule C)
| Wells Fargo Advisors LLC | $93,856 reported compensation |
| John Hancock Life Insurance Company | $25,290 reported compensation |
| Wilshire Associates Inc (USA) | $17,132 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251014141327NAL0001482067002, received 2025-10-14, EIN 86-0842909, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.