Revere Health 401(k) Review & Grade
Revere Health 401(k) Profit Sharing Plan
Provo, UTHealth Care & Social Assistance2,097 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$7,867Employer $ per active participant
$2,205Employee $ saved per active participant
0.08%Direct admin cost, % of plan assets
$254.8MNet plan assets, end of year
$92,210Average balance per account
Score breakdown
- Employer generosity48.1 / 5096th percentile for employer $ per participant
- Low cost20.0 / 2580th percentile for low admin cost vs. same-size plans
- Employee saving6.7 / 1544th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score72 / 100 · Grade B
This plan vs. peers
Peers: Health Care & Social Assistance plans with 500–2,499 active participants (1,427 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 96th |
| Lower admin cost | 80th |
| Employee saving | 44th |
| 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 ($584,323 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $1,656 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Revere Health put in about $7,867 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 | $16,496,963 |
| Participant (employee) contributions | $4,624,614 |
| Other contributions (incl. rollovers in) | $1,177,129 |
| Administrative expenses paid from the plan | $181,906 |
| Investment advisory & management fees | $45,467 |
| Benefits paid out | $19,613,775 |
| Net assets, start / end of year | $219.7M / $254.8M |
| Active participants, start / end of year | 2,003 / 2,191 |
| Participants with account balances | 2,763 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Eide Bailly LLC |
Largest service providers (Schedule C)
| Empower Annuity Insurance Company O | $114,080 reported compensation |
| Kestra Advisory Services LLC | $71,500 reported compensation |
| Futureplan by Ascensus - Kravitz | $17,250 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251002102136NAL0000980258001, received 2025-10-02, EIN 87-0281028, plan #002, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.