Chs/community Health Systems, Inc 401(k) Review & Grade
Chs/community Health Systems, Inc. Retirement Savings Plan
Franklin, TNHealth Care & Social Assistance59,359 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$1,052Employer $ per active participant
$4,822Employee $ saved per active participant
0.11%Direct admin cost, % of plan assets
$4.8BNet plan assets, end of year
$59,016Average balance per account
Score breakdown
- Employer generosity18.0 / 5036th percentile for employer $ per participant
- Low cost10.0 / 2540th percentile for low admin cost vs. same-size plans
- Employee saving8.0 / 1554th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score33 / 100 · Grade D
This plan vs. peers
Peers: Health Care & Social Assistance plans with 10,000+ active participants (115 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 36th |
| Lower admin cost | 40th |
| Employee saving | 54th |
| Peers that auto-enroll | 52% |
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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 ($8,745,359 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $101,279 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Chs/community Health Systems put in about $1,052 per active participant, below the typical peer ($2,086). 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.
- 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 | $62,450,092 |
| Participant (employee) contributions | $286,214,309 |
| Other contributions (incl. rollovers in) | $31,994,101 |
| Administrative expenses paid from the plan | $5,101,387 |
| Contract administrator fees | $4,729,967 |
| Investment advisory & management fees | $371,420 |
| Benefits paid out | $651,182,636 |
| Net assets, start / end of year | $4.5B / $4.8B |
| Active participants, start / end of year | 59,441 / 59,277 |
| Participants with account balances | 80,965 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Lbmc, PC |
Largest service providers (Schedule C)
| Principal Life Insurance Company | $4,754,510 reported compensation |
| LPL Financial LLC - Rpcp | $192,000 reported compensation |
| Edelman Financial Engines, LLC | $184,154 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20250926144818NAL0013938530001, received 2025-09-26, EIN 76-0137985, plan #004, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.