Gulph Creek Partners, L.P. 401(k) Review & Grade
Gulph Creek Hotels Retirement & Savings Plan
Wayne, PAProfessional, Scientific & Technical Services1,108 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$147Employer $ per active participant
$362Employee $ saved per active participant
1.36%Direct admin cost, % of plan assets
$3.6MNet plan assets, end of year
–Average balance per account (account count looks misreported)
Score breakdown
- Employer generosity4.0 / 508th percentile for employer $ per participant
- Low cost0.8 / 253th percentile for low admin cost vs. same-size plans
- Employee saving0.4 / 153th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score0 / 100 · Grade F
This plan vs. peers
Peers: Professional, Scientific & Technical Services plans with 500–2,499 active participants (1,469 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 8th |
| Lower admin cost | 3th |
| Employee saving | 3th |
| Peers that auto-enroll | 48% |
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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 ($621 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $14,480 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Gulph Creek Partners, L.P. put in about $147 per active participant, below the typical peer ($3,082). 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 (1.36% 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 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 | $162,921 |
| Participant (employee) contributions | $400,875 |
| Other contributions (incl. rollovers in) | $87,108 |
| Administrative expenses paid from the plan | $46,305 |
| Contract administrator fees | $26,964 |
| Investment advisory & management fees | $19,341 |
| Benefits paid out | $643,718 |
| Net assets, start / end of year | $3.2M / $3.6M |
| Active participants, start / end of year | 1,235 / 982 |
| Participants with account balances | 143 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | PKF O'connor Davies, LLP |
Largest service providers (Schedule C)
| The Vanguard Group, Inc. | $26,964 reported compensation |
| LPL Financial | $19,341 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251013102506NAL0002465922001, received 2025-10-13, EIN 23-3008344, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.