Dmax, LTD. 401(k) Review & Grade
Dmax 401(k) Savings Plan
Dayton, OHManufacturing1,005 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$3,725Employer $ per active participant
$5,296Employee $ saved per active participant
0.24%Direct admin cost, % of plan assets
$113.5MNet plan assets, end of year
$93,003Average balance per account
Score breakdown
- Employer generosity35.7 / 5071th percentile for employer $ per participant
- Low cost12.3 / 2549th percentile for low admin cost vs. same-size plans
- Employee saving8.3 / 1556th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score46 / 100 · Grade C
This plan vs. peers
Peers: Manufacturing plans with 500–2,499 active participants (2,376 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 71th |
| Lower admin cost | 49th |
| Employee saving | 56th |
| Peers that auto-enroll | 59% |
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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 ($304,321 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $6,791 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Dmax put in about $3,725 per active participant, more than the typical peer ($2,320). 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.
- Fund expense ratios aren't in the filing. Look them up in your 404(a)(5) fee disclosure and favor low-cost index or target-date funds.
- 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 | $3,743,377 |
| Participant (employee) contributions | $5,322,345 |
| Other contributions (incl. rollovers in) | $373,272 |
| Administrative expenses paid from the plan | $258,449 |
| Investment advisory & management fees | $130,383 |
| Benefits paid out | $13,787,645 |
| Net assets, start / end of year | $105.6M / $113.5M |
| Active participants, start / end of year | 1,025 / 985 |
| Participants with account balances | 1,220 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Ernst & Young LLP |
Largest service providers (Schedule C)
| Highland Consulting Associates | $86,197 reported compensation |
| Fidelity Investments Institutional | $66,200 reported compensation |
| Ernst & Young LLP | $61,800 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251015113228NAL0002331555001, received 2025-10-15, EIN 31-1624971, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.