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Employer Sponsored Plans

Employer Sponsored Retirement Plan Consulting Services

When it comes to retirement plan consulting, experience and expertise are key qualities— the WealthWise Financial Services team has both.

We specialize in working with business owners and corporations to simplify the complex demands of retirement plans from inception, to execution, to ongoing maintenance.

We provide consulting services for company sponsored retirement plans such as 401(k), 403(b), 457, Safe Harbor 401(k), Profit Sharing, and Defined Benefit as a fee-based 3(21) or 3(38) fiduciary advisor.

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Benefits to Working with Us

retirement savings

Plan Sponsors

Investment Policy Statement Review

Investment Monitoring and Recommendations

Qualified Default Investment Alternative Assistance

Performance Reports

Service Provider Liaison and Vendor Analysis

Benchmarking and Fee Analysis Services

How We Can Help
retirement savings

Plan Participants

Enrollment Support and Education Plans

Financial Wellness Programs

Employee Investment Education

Transition Guidance

Check Your Plan

Education

Employee Education Services

We conduct education seminars for eligible participants of the plan, reviewing important topics such as:

  • Enrollment
  • Retirement Readiness
  • Loans & Withdrawals
  • Asset Allocation

You care about your employees. Help them protect their future.

Designing for Success

Empower your employees and enhance your company’s benefits package with tailored employee-sponsored plans. Partner with us to design and implement retirement solutions that seek to attract and retain top talent while securing their financial future.

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Frequently Asked Questions

How can a financial advisor help with a company retirement plan?

A financial advisor can help employers evaluate, design, implement, and monitor retirement plans while supporting fiduciary responsibilities. At WealthWise Financial Services®, we provide retirement plan consulting services designed to help business owners and plan sponsors create competitive benefits programs while supporting employees’ long-term financial goals.

What types of employer-sponsored retirement plans are available?
Employers may choose from several retirement plan options, including 401(k), Safe Harbor 401(k), Profit Sharing, Defined Benefit, 403(b), and 457 plans. The right solution depends on factors such as business size, employee demographics, company goals, and desired contribution levels.
What is the difference between a 3(21) and 3(38) fiduciary advisor?
A 3(21) fiduciary advisor provides investment recommendations while plan sponsors retain final decision-making authority. A 3(38) fiduciary advisor has discretionary authority to select, monitor, and replace investments on behalf of the plan. Understanding these distinctions can help employers determine the level of support they need.
How can a retirement plan help attract and retain employees?
A well-designed retirement plan can be a valuable employee benefit that helps attract talent, improve retention, and support workforce satisfaction. Many employees view retirement benefits as an important part of their overall compensation package.
What are a plan sponsor's fiduciary responsibilities?
Plan sponsors are responsible for acting in the best interests of participants, monitoring investments, evaluating fees, documenting decisions, and maintaining compliance with applicable regulations. Working with experienced retirement plan consultants may help employers meet these ongoing obligations.
How often should an employer review their retirement plan?
Retirement plans should be reviewed regularly to evaluate investment performance, fees, participant engagement, plan design, and regulatory changes. Periodic reviews can help ensure the plan continues to meet both employer and employee needs.
Why is employee retirement education important?
Many employees need guidance understanding enrollment, contribution rates, asset allocation, loans, withdrawals, and retirement readiness. Providing ongoing education can help employees make more informed decisions and improve participation in the retirement plan.
What should employers consider when selecting a 401(k) provider?
Important considerations often include investment options, service quality, participant experience, costs, fiduciary support, technology capabilities, and educational resources. Comparing providers can help employers identify a solution aligned with their goals.
How do employers evaluate retirement plan fees?
Plan sponsors should periodically review investment expenses, recordkeeping costs, advisory fees, and administrative expenses. Fee benchmarking can help determine whether plan costs remain reasonable and competitive.
What is the best retirement plan for a small business?
The ideal retirement plan depends on company size, profitability, workforce demographics, and owner objectives. Options may include a traditional 401(k), Safe Harbor 401(k), Profit Sharing Plan, or Defined Benefit Plan. A retirement plan consultant can help evaluate which solution best fits the business’s needs.