Crestwood Behavioral Health, Inc. 401(k) Review & Grade
Crestwood 401(k) Plan
Sacramento, CAHealth Care & Social Assistance3,576 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$834Employer $ per active participant
$3,518Employee $ saved per active participant
0.30%Direct admin cost, % of plan assets
$106.4MNet plan assets, end of year
$25,081Average balance per account
Score breakdown
- Employer generosity25.6 / 5051th percentile for employer $ per participant
- Low cost5.8 / 2523th percentile for low admin cost vs. same-size plans
- Employee saving8.5 / 1557th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-23 pts3 issues reported on the filing
Total score20 / 100 · Grade F
This plan vs. peers
Peers: Health Care & Social Assistance plans with 2,500–9,999 active participants (312 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 51th |
| Lower admin cost | 23th |
| Employee saving | 57th |
| Peers that auto-enroll | 38% |
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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 ($76 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Benefits not paid when due: the plan reported failing to pay some benefits on time.
Corrective distributions: the plan refunded $36,223 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Crestwood Behavioral Health put in about $834 per active participant, more than the typical peer ($800). 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.
- Direct plan expenses (0.30% of assets) are well above similar-size plans (0.12%). 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 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 | $2,983,795 |
| Participant (employee) contributions | $12,579,562 |
| Other contributions (incl. rollovers in) | $467,463 |
| Administrative expenses paid from the plan | $287,333 |
| Investment advisory & management fees | $11,121 |
| Other admin expenses | $12,000 |
| Benefits paid out | $7,712,733 |
| Net assets, start / end of year | $86.0M / $106.4M |
| Active participants, start / end of year | 3,574 / 3,578 |
| Participants with account balances | 4,241 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Lee CPA Audit Group |
Largest service providers (Schedule C)
| Fidelity Investments Institutional | $264,212 reported compensation |
| Baybridge Capital Group LLC | $12,000 reported compensation |
| Strategic Advisors, Inc. | $11,121 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251010141113NAL0013278848001, received 2025-10-10, EIN 68-0399495, plan #002, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.