United Cerebral Palsy of Southern Arizona Inc 401(k) Review & Grade
United Cerebral Palsy of Southern Arizona Inc 401(k) Profit Sharing Plan and Trust
Tucson, AZProfessional, Scientific & Technical Services818 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$291Employer $ per active participant
$644Employee $ saved per active participant
0.55%Direct admin cost, % of plan assets
$1.9MNet plan assets, end of year
–Average balance per account (account count looks misreported)
Score breakdown
- Employer generosity5.1 / 5010th percentile for employer $ per participant
- Low cost5.0 / 2520th percentile for low admin cost vs. same-size plans
- Employee saving0.6 / 154th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-10 pts1 issue reported on the filing
Total score4 / 100 · Grade F
This plan vs. peers
Peers: Professional, Scientific & Technical Services plans with 500–2,499 active participants (1,469 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 10th |
| Lower admin cost | 20th |
| Employee saving | 4th |
| 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 ($14,250 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
- United Cerebral Palsy of Southern Arizona put in about $291 per active participant, below the typical peer ($3,082). Any match is still an instant return, so contribute enough to get all of it.
- 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 (0.55% 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 | $238,076 |
| Participant (employee) contributions | $526,164 |
| Other contributions (incl. rollovers in) | $5,186 |
| Administrative expenses paid from the plan | $8,249 |
| Investment advisory & management fees | $5,146 |
| Benefits paid out | $81,398 |
| Net assets, start / end of year | $1.1M / $1.9M |
| Active participants, start / end of year | 779 / 856 |
| Participants with account balances | 173 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Ludwig Klewer Rudner PLLC |
Largest service providers (Schedule C)
| Raymond James & Associates Inc. | $5,146 reported compensation |
| Alerus Financial, N.A. | $3,103 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251007164536NAL0011812498001, received 2025-10-07, EIN 86-0416461, plan #002, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.