Sei Group, LLC 401(k) Review & Grade
Sei Group, LLC 401(k) Plan
Doraville, GAConstruction1,268 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$33Employer $ per active participant
$834Employee $ saved per active participant
0.75%Direct admin cost, % of plan assets
$5.0MNet plan assets, end of year
–Average balance per account (account count looks misreported)
Score breakdown
- Employer generosity1.9 / 504th percentile for employer $ per participant
- Low cost2.8 / 2511th percentile for low admin cost vs. same-size plans
- Employee saving1.1 / 157th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-15 pts2 issues reported on the filing
Total score0 / 100 · Grade F
This plan vs. peers
Peers: Construction plans with 500–2,499 active participants (498 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 4th |
| Lower admin cost | 11th |
| Employee saving | 7th |
| Peers that auto-enroll | 44% |
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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 ($1,243,362 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
No fidelity bond: the plan reported it was not covered by a fidelity bond, which protects participants against theft.
What to do if you're in this plan
- Sei Group put in about $33 per active participant, below the typical peer ($1,672). 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 (0.75% 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 | $41,325 |
| Participant (employee) contributions | $1,057,894 |
| Other contributions (incl. rollovers in) | $1,093,712 |
| Administrative expenses paid from the plan | $29,306 |
| Contract administrator fees | $2,012 |
| Investment advisory & management fees | $20,491 |
| Benefits paid out | $345,350 |
| Net assets, start / end of year | $2.8M / $5.0M |
| Active participants, start / end of year | 1,224 / 1,312 |
| Participants with account balances | 444 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Turner, Stone & Compay, L.L.P. |
Largest service providers (Schedule C)
| John Hancock Life Insurance Company | $46,853 reported compensation |
| Cetera Investment Advisors LLC | $20,348 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20260216124714NAL0006334482001, received 2026-02-16, EIN 58-2478990, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.