CFG Health Systems, L.L.C. 401(k) Review & Grade
C.F.G. Health 401(k) Plan
Mount Laurel, NJHealth Care & Social Assistance698 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$296Employer $ per active participant
$1,137Employee $ saved per active participant
0.39%Direct admin cost, % of plan assets
$13.1MNet plan assets, end of year
$20,295Average balance per account
Score breakdown
- Employer generosity13.0 / 5026th percentile for employer $ per participant
- Low cost7.8 / 2531th percentile for low admin cost vs. same-size plans
- Employee saving3.8 / 1525th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score22 / 100 · Grade F
This plan vs. peers
Peers: Health Care & Social Assistance plans with 500–2,499 active participants (1,427 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 26th |
| Lower admin cost | 31th |
| Employee saving | 25th |
| Peers that auto-enroll | 36% |
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 ($71,502 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $16,888 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- CFG Health Systems put in about $296 per active participant, below the typical peer ($976). 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 (0.39% 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 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 | $206,485 |
| Participant (employee) contributions | $793,126 |
| Other contributions (incl. rollovers in) | $38,141 |
| Administrative expenses paid from the plan | $51,477 |
| Contract administrator fees | $51,477 |
| Benefits paid out | $2,515,495 |
| Net assets, start / end of year | $0 / $13.1M |
| Active participants, start / end of year | 669 / 726 |
| Participants with account balances | 644 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Doeren Mayhew Assurance |
Largest service providers (Schedule C)
| Principal Life Insurance Company | $51,477 reported compensation |
| Securities America Advisors, Inc. | $8,473 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251015134113NAL0002381635001, received 2025-10-15, EIN 22-3659031, plan #001, plan year 2024-07-01 to 2024-12-31. Verify at efast.dol.gov.