CS Wind America, Inc. 401(k) Review & Grade
CS Wind America 401(k) Plan
Pueblo, COManufacturing950 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$2,462Employer $ per active participant
$3,336Employee $ saved per active participant
0.40%Direct admin cost, % of plan assets
$34.1MNet plan assets, end of year
$33,323Average balance per account
Score breakdown
- Employer generosity26.7 / 5053th percentile for employer $ per participant
- Low cost7.6 / 2530th percentile for low admin cost vs. same-size plans
- Employee saving4.1 / 1527th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-10 pts1 issue reported on the filing
Total score38 / 100 · Grade D
This plan vs. peers
Peers: Manufacturing plans with 500–2,499 active participants (2,376 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 53th |
| Lower admin cost | 30th |
| Employee saving | 27th |
| Peers that auto-enroll | 59% |
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 ($368,527 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
- CS Wind America put in about $2,462 per active participant, more than the typical peer ($2,320). 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 (0.40% 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 | $2,337,700 |
| Participant (employee) contributions | $3,167,305 |
| Other contributions (incl. rollovers in) | $88,183 |
| Administrative expenses paid from the plan | $124,881 |
| Investment advisory & management fees | $47,540 |
| Other admin expenses | $14,669 |
| Benefits paid out | $3,357,581 |
| Net assets, start / end of year | $28.3M / $34.1M |
| Active participants, start / end of year | 1,024 / 875 |
| Participants with account balances | 1,022 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Grant Thornton LLP |
Largest service providers (Schedule C)
| Mercer Investments, LLC | $46,786 reported compensation |
| T Rowe Price RPS Inc | $44,200 reported compensation |
| Empower Annuity Insurance Company O | $22,560 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20260310141224NAL0003845361001, received 2026-03-10, EIN 26-2926730, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.