Industry Blogs

Latest from the Entertainment Industry

December 10, 2018

Becoming an Overnight Success - One Decade at a Time

by Samantha Simmonds-Ronceros
November 26, 2018

The Montalbán: Shades of Water

by Raleigh Barrett
November 20, 2018

Exercises you can do at home – Personal Fantasy - #3

by Fran Montano
November 08, 2018

Whole for the Holidays

by Luckie
October 30, 2018

Cabinet of Horrors

by Raleigh Barrett
October 29, 2018

Discovering Yourself as a Director

by NoHo - North Hollywood
October 18, 2018

Acting Exercises You Can Do at Home - #2

by Fran Montano
September 28, 2018

Very, Very Independent Filmmaking….it’s all about the timing

by NoHo - North Hollywood
September 26, 2018


by Raleigh Barrett
September 19, 2018

Acting Exercises You Can Do at Home

by Fran Montano
September 17, 2018

An Interview with the Dreamgirls Cast

by Luckie
August 29, 2018

Review Gallery 800 - A Family of Artists

by Raleigh Barrett
August 20, 2018

Check your Happiness Meter

by Fran Montano
August 09, 2018

The Dawn of the Dance Challenge

by Luckie
August 04, 2018

Very, Very Independent Filmmaking - Power in Numbers

by Samantha Simmonds-Ronceros
July 19, 2018

Actors, Don’t Stop Working on Your Craft.

by Fran Montano
July 04, 2018

Very Independent Filmmaking - Inventing Yourself as a Filmmaker

by Samantha Simmonds-Ronceros
June 20, 2018

Actors Dig Deep

by Fran Montano
June 05, 2018

Nicole Anderson - Asking for A Lot

by Raleigh Barrett
Wednesday, 06 December 2017 04:07

Measuring Your Retirement Plan's Success

Written by
Rate this item
(1 Vote)

Measuring Your Plan's Success

What spells success for a retirement plan? Any number of features and provisions may bolster a plan's strength and put participants on a path toward a financially secure retirement.

Employees who are satisfied with their retirement plan may be less likely to seek employment elsewhere. And employers who promote plan participation and offer an appropriate selection of investment choices can potentially reduce the risk of running afoul of government regulations. You can evaluate the performance of your company's retirement plan by examining various plan-related metrics.

What Should You Consider Measuring?

The specific metrics you choose to measure will depend on the type of plan you have, the data available to you, and other factors. Key items to look at in a 401(k) or similar plan might include:

  • Participation rate. How many and what percentage of eligible employees actually participate and contribute to the plan? This is a critical metric that can be further refined to determine the participation rates for employees in a specific age bracket or income range.
  • Contribution rate. It also may be useful to measure the average contribution rates for participants based on their ages or salaries.
  • Investment education. You can indirectly measure how investment education programs drive participation and contribution rates by tracking how often employees participate in seminars, meetings, and online tutorials that explain the various features offered by the plan.
  • Retirement readiness. What is the average account balance of participants (in dollars and as a multiple of annual income)? How many participants are on target to have enough in their plan accounts to replace a specified percentage (e.g., 75% or 85%) of their projected preretirement income at retirement? The greater the number, the more successful your plan.

What should you do with the data you have collected? First and foremost, evaluate the information in terms of your expectations for the plan. Also see if you can use the data to compare your plan to plans of a similar size and/or in a similar industry.

Why is benchmarking important? You can use the data you have collected from comparing your plan with other plans to help you establish plan goals. For example, if your research indicates that your plan has a 69% participation rate while the average benchmark rate for similar plans is 80%, you can establish a goal to boost your participation rate by 11% to bring it up to the average level within a certain time period.

Delving deeper into the data you have collected, your research may reveal, for example, that highly compensated employees contribute more (as a percentage of pay) to the plan than non-highly compensated employees. This difference potentially could cause the plan to have problems meeting IRS nondiscrimination rules. You would therefore want to encourage lower-paid employees to defer at the appropriate level.

Should the goals be set in stone? Not necessarily. The goals should be viewed as desirable objectives. The ultimate goal is to make the plan perform at the highest level possible. That takes time. The failure to attain a specific goal in an allotted time should not be viewed negatively.



Read 1142 times
Lillian Appleby

Lillian Appleby, C(k)P, PPC
Lillian Appleby, C(k)P, PPC is a managing director at Angeles Retirement Consulting, LLC and branch manager/registered principal at LPL Financial.  Lillian has been a licensed wealth manager and retirement planner since 1990.  Securities and advisory services are offered though LPL Financial, a Registered Investment Advisor.  Member FINRA/SIPC. For hyperlinks to FINRA and SIPC, and  Third party posts found on this profile do not reflect the views of LPL Financial and have not been reviewed by LPL Financial as to accuracy or completeness. For a list of states in which I am registered to do business, please visit

Leave a comment

Do you have an event, video or news to share?  Drop us an email and you may see it on