Community Health Centers of the of the Central Coast, Inc. 401(k) Review & Grade
Community Health Centers of the Central Coast, Inc. 401(a) Savings Plan
Santa Maria, CAOther Services770 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$6,777Employer $ per active participant
$0Employee $ saved per active participant
0.40%Direct admin cost, % of plan assets
$87.2MNet plan assets, end of year
$73,972Average balance per account
Score breakdown
- Employer generosity47.1 / 5094th percentile for employer $ per participant
- Low cost7.6 / 2531th percentile for low admin cost vs. same-size plans
- Employee saving0.0 / 150th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-10 pts1 issue reported on the filing
Total score55 / 100 · Grade C
This plan vs. peers
Peers: Other Services plans with 500–2,499 active participants (333 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 94th |
| Lower admin cost | 31th |
| Employee saving | 0th |
| Peers that auto-enroll | 40% |
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Red flags from the filing
Late deposits: the filing says some employee contributions were not sent to the plan on time ($799,543 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
What to do if you're in this plan
- Community Health Centers of the of the Central Coast put in about $6,777 per active participant, more than the typical peer ($1,257). 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 (0.40% 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 auto-enrolls employees. Check your default contribution rate. Defaults are often lower than what it takes to get the full match.
- 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 | $5,221,552 |
| Participant (employee) contributions | $0 |
| Other contributions (incl. rollovers in) | $48,895 |
| Administrative expenses paid from the plan | $325,494 |
| Contract administrator fees | $166,123 |
| Investment advisory & management fees | $159,371 |
| Benefits paid out | $4,370,300 |
| Net assets, start / end of year | $76.1M / $87.2M |
| Active participants, start / end of year | 760 / 781 |
| Participants with account balances | 1,179 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Oscar G. Armijo, CPA |
Largest service providers (Schedule C)
| Stancorp Financial Group | $166,047 reported compensation |
| LPL Financial Corporation Rpcp | $159,371 reported compensation |
| Reliance Trust Company | $3,336 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251013141214NAL0001477297001, received 2025-10-13, EIN 95-3253302, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.