Ranger Energy Services, LLC 401(k) Review & Grade
Ranger Energy Services 401(k) Plan
Houston, TXMining, Oil & Gas1,662 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$3,407Employer $ per active participant
$7,710Employee $ saved per active participant
0.60%Direct admin cost, % of plan assets
$75.5MNet plan assets, end of year
$36,058Average balance per account
Score breakdown
- Employer generosity17.6 / 5035th percentile for employer $ per participant
- Low cost4.4 / 2517th percentile for low admin cost vs. same-size plans
- Employee saving8.6 / 1557th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score28 / 100 · Grade F
This plan vs. peers
Peers: Mining, Oil & Gas plans with 500–2,499 active participants (129 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 35th |
| Lower admin cost | 17th |
| Employee saving | 57th |
| Peers that auto-enroll | 60% |
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 ($13,039,828 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $1,686 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Ranger Energy Services put in about $3,407 per active participant, below the typical peer ($4,357). 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 (0.60% 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 | $5,662,162 |
| Participant (employee) contributions | $12,813,356 |
| Other contributions (incl. rollovers in) | $987,903 |
| Administrative expenses paid from the plan | $402,882 |
| Contract administrator fees | $190,190 |
| Investment advisory & management fees | $184,757 |
| Benefits paid out | $10,345,698 |
| Net assets, start / end of year | $58.6M / $75.5M |
| Active participants, start / end of year | 1,670 / 1,654 |
| Participants with account balances | 2,095 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Calvetti Ferguson |
Largest service providers (Schedule C)
| John Hancock | $196,192 reported compensation |
| Ubs Financial Services Inc | $174,880 reported compensation |
| Calvetti Ferguson | $27,935 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251014155832NAL0001652995001, received 2025-10-14, EIN 47-1507173, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.