Velocity Clinical Research, Inc 401(k) Review & Grade
Velocity Clinical Research 401(k) Plan
Durham, NCProfessional, Scientific & Technical Services1,149 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$2,776Employer $ per active participant
$5,264Employee $ saved per active participant
0.56%Direct admin cost, % of plan assets
$35.6MNet plan assets, end of year
$27,330Average balance per account
Score breakdown
- Employer generosity22.7 / 5045th percentile for employer $ per participant
- Low cost4.9 / 2520th percentile for low admin cost vs. same-size plans
- Employee saving3.9 / 1526th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score29 / 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 | 45th |
| Lower admin cost | 20th |
| Employee saving | 26th |
| 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 ($18,255 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $7,001 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Velocity Clinical Research put in about $2,776 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 (0.56% 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 | $3,189,544 |
| Participant (employee) contributions | $6,048,656 |
| Other contributions (incl. rollovers in) | $1,479,705 |
| Administrative expenses paid from the plan | $174,829 |
| Contract administrator fees | $109,813 |
| Investment advisory & management fees | $65,016 |
| Benefits paid out | $6,166,152 |
| Net assets, start / end of year | $26.8M / $35.6M |
| Active participants, start / end of year | 1,282 / 1,016 |
| Participants with account balances | 1,302 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Forvis Mazars, LLP |
Largest service providers (Schedule C)
| John Hancock | $109,813 reported compensation |
| Cetera Investments | $46,583 reported compensation |
| First Allied Inc. | $18,433 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20250922141218NAL0002180179001, received 2025-09-22, EIN 82-3171064, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.