University of Louisville Physicians, Inc. 401(k) Review & Grade
University of Louisville Physicians, Inc. Profit Sharing Plan
Louisville, KYHealth Care & Social Assistance3,144 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$2,635Employer $ per active participant
$5,349Employee $ saved per active participant
0.12%Direct admin cost, % of plan assets
$161.0MNet plan assets, end of year
$48,769Average balance per account
Score breakdown
- Employer generosity39.2 / 5078th percentile for employer $ per participant
- Low cost12.6 / 2550th percentile for low admin cost vs. same-size plans
- Employee saving11.2 / 1575th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score60 / 100 · Grade B
This plan vs. peers
Peers: Health Care & Social Assistance plans with 2,500–9,999 active participants (312 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 78th |
| Lower admin cost | 50th |
| Employee saving | 75th |
| 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 ($495,822 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $196,193 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- University of Louisville Physicians put in about $2,635 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.
- 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 | $8,281,643 |
| Participant (employee) contributions | $16,815,924 |
| Other contributions (incl. rollovers in) | $12,617,196 |
| Administrative expenses paid from the plan | $166,850 |
| Contract administrator fees | $166,850 |
| Benefits paid out | $7,496,716 |
| Net assets, start / end of year | $113.2M / $161.0M |
| Active participants, start / end of year | 3,055 / 3,232 |
| Participants with account balances | 3,301 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Blue & Co., LLC |
Largest service providers (Schedule C)
| Lincoln National Corporation | $157,811 reported compensation |
| Stegner Investment Associates | $9,016 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251013104949NAL0002487282001, received 2025-10-13, EIN 27-3645560, plan #002, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.