Vocational Development Group, LLC DBA Inbloom Autism Services 401(k) Review & Grade
Vocational Development Group, LLC 401(k) Profit Sharing Plan and Trust
FT. Lauderdale, FLHealth Care & Social Assistance728 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$558Employer $ per active participant
$1,677Employee $ saved per active participant
2.86%Direct admin cost, % of plan assets
$4.3MNet plan assets, end of year
$6,187Average balance per account
Score breakdown
- Employer generosity18.9 / 5038th percentile for employer $ per participant
- Low cost0.1 / 251th percentile for low admin cost vs. same-size plans
- Employee saving5.5 / 1537th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-10 pts1 issue reported on the filing
Total score25 / 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 | 38th |
| Lower admin cost | 1th |
| Employee saving | 37th |
| 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 ($29 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
- Vocational Development Group, LLC DBA Inbloom Autism Services put in about $558 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 (2.86% 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 | $406,163 |
| Participant (employee) contributions | $1,220,938 |
| Other contributions (incl. rollovers in) | $33,333 |
| Administrative expenses paid from the plan | $113,339 |
| Investment advisory & management fees | $10,162 |
| Benefits paid out | $1,420,814 |
| Net assets, start / end of year | $3.6M / $4.3M |
| Active participants, start / end of year | 484 / 972 |
| Participants with account balances | 696 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Lee CPA Audit Group |
Largest service providers (Schedule C)
| Ascensus LLC | $5,173,875 reported compensation |
| Fidelity Investments Institutional | $52,548 reported compensation |
| Forest Capital Management LLC | $9,042 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251001095737NAL0013034753001, received 2025-10-01, EIN 47-5420155, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.