National Spine and Pain Centers, LLC 401(k) Review & Grade
National Spine and Pain Centers, LLC 401(k) Plan
Frederick, MDHealth Care & Social Assistance948 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$2,814Employer $ per active participant
$5,213Employee $ saved per active participant
0.36%Direct admin cost, % of plan assets
$69.0MNet plan assets, end of year
$68,689Average balance per account
Score breakdown
- Employer generosity40.6 / 5081th percentile for employer $ per participant
- Low cost8.5 / 2534th percentile for low admin cost vs. same-size plans
- Employee saving12.2 / 1581th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-10 pts1 issue reported on the filing
Total score54 / 100 · Grade C
This plan vs. peers
Peers: Health Care & Social Assistance plans with 500–2,499 active participants (1,427 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 81th |
| Lower admin cost | 34th |
| Employee saving | 81th |
| 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 ($1,983,735 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
- National Spine and Pain Centers put in about $2,814 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.
- Direct plan expenses (0.36% 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 | $2,667,251 |
| Participant (employee) contributions | $4,941,925 |
| Other contributions (incl. rollovers in) | $2,206,093 |
| Administrative expenses paid from the plan | $238,634 |
| Contract administrator fees | $155,531 |
| Investment advisory & management fees | $83,103 |
| Benefits paid out | $12,087,975 |
| Net assets, start / end of year | $62.9M / $69.0M |
| Active participants, start / end of year | 1,010 / 886 |
| Participants with account balances | 1,004 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Baker Tilly US, LLP |
Largest service providers (Schedule C)
| Principal Life Insurance Company | $155,531 reported compensation |
| Creative Planning, LLC | $83,132 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251015111609NAL0002201443001, received 2025-10-15, EIN 45-3202081, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.