Emergency Physicians Professional Association 401(k) Review & Grade
Emergency Physicians Professional Association Profit Sharing 401(k) Plan
Bloomington, MNHealth Care & Social Assistance518 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$28,601Employer $ per active participant
$10,543Employee $ saved per active participant
0.05%Direct admin cost, % of plan assets
$294.4MNet plan assets, end of year
$434,151Average balance per account
Score breakdown
- Employer generosity49.9 / 50100th percentile for employer $ per participant
- Low cost21.6 / 2586th percentile for low admin cost vs. same-size plans
- Employee saving14.6 / 1597th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score83 / 100 · Grade A
This plan vs. peers
Peers: Health Care & Social Assistance plans with 500–2,499 active participants (1,427 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 100th |
| Lower admin cost | 86th |
| Employee saving | 97th |
| Peers that auto-enroll | 36% |
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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 ($5,185 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $31,819 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Emergency Physicians Professional Association put in about $28,601 per active participant, more than the typical peer ($976). 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 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 | $14,800,881 |
| Participant (employee) contributions | $5,456,153 |
| Other contributions (incl. rollovers in) | $293,615 |
| Administrative expenses paid from the plan | $146,359 |
| Investment advisory & management fees | $12,742 |
| Benefits paid out | $16,132,548 |
| Net assets, start / end of year | $257.4M / $294.4M |
| Active participants, start / end of year | 548 / 487 |
| Participants with account balances | 678 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Cliftonlarsonallen LLP |
Largest service providers (Schedule C)
| Schwab Retirement Plan Services,inc | $146,359 reported compensation |
| Everest Financial Group LLC | $49,030 reported compensation |
| The Advocate Group LLC | $14,456 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251027180029NAL0005892721001, received 2025-10-27, EIN 41-0949999, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.