Viva Senior Living at Albany 401(k) Review & Grade
Viva Senior Living 401(k) Plan
Albany, GAHealth Care & Social Assistance840 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$5Employer $ per active participant
$245Employee $ saved per active participant
2.79%Direct admin cost, % of plan assets
$193,051Net plan assets, end of year
–Average balance per account (account count looks misreported)
Score breakdown
- Employer generosity4.2 / 508th percentile for employer $ per participant
- Low cost0.1 / 251th percentile for low admin cost vs. same-size plans
- Employee saving0.8 / 155th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-15 pts2 issues reported on the filing
Total score0 / 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 | 8th |
| Lower admin cost | 1th |
| Employee saving | 5th |
| 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 ($25,308 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Auditor disclaimer: the auditor issued a disclaimer of opinion.
What to do if you're in this plan
- Viva Senior Living at Albany put in about $5 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 (2.79% 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 | $3,788 |
| Participant (employee) contributions | $206,027 |
| Other contributions (incl. rollovers in) | – |
| Administrative expenses paid from the plan | $5,393 |
| Contract administrator fees | $5,393 |
| Benefits paid out | $13,479 |
| Net assets, start / end of year | $0 / $193,051 |
| Active participants, start / end of year | 799 / 881 |
| Participants with account balances | 298 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Fasten Halberstam LLP |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251010090219NAL0007840193001, received 2025-10-10, EIN 93-3811518, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.