HTLF Retirement Plan Services
Administrative Partnership

The cornerstone of service is a dedicated, single point of contact who is knowledgeable about the retirement plan.

Exceptional Service and Support

Our Relationship Managers’ primary focus is providing the highest level of service, client focused processes, and plan design and administration expertise. Offering a wide array of 3(16) administrative functions, they are purposely limited in the number of plans they can serve to ensure attention is personal, individualized, and knowledgeable. When it comes to your current retirement plan partner, these questions may help you better understand the strength of that partnership:

  • Do you know who your plan contact is? Can you reach him or her directly?
  • Does your provider ask the plan sponsor — at year-end — to produce payroll information they have been collecting all year? How much time does the plan sponsor lose by resending the information already collected?
  • When you ask your provider about ways they can simplify processes, how flexible are they in ensuring you and the plan sponsor are satisfied?

Case Study: The Power of Individualized Attention to Detail

The Challenges

The client was frustrated with their plan provider because they were failing nondiscrimination testing on an annual basis. In addition to this issue, the plan had over 120 participants and thus was audited every year.

Since the plan provider was running testing and census information without reviewing it for potential savings, these two issues cost the plan and its highly-compensated employees (HCEs) money. Due to the plan’s nondiscrimination testing failures, its HCEs either had to have money returned to them or the plan had to contribute additions to its non-highly compensated employees (NHCEs) to raise their benefits. In the end, either the HCEs had to lose money for their retirement savings or the employer had to put more money into the plan.


The Solutions

Eliminate the Audit
We started by adjusting eligibility from immediate to requiring six months and 500 hours, and we removed the automatic enrollment feature. The prior provider was not forcing out terminated employees with balances below $5,000, so we instituted an automatic rollover of these balances out of the plan. Through these actions, we were able to decrease the pool of eligible employees below the minimums for an audited plan.

Achieve Better Testing Outcomes
We tested gross compensation as opposed to eligible compensation. Many providers will simply run their testing based solely on the limited information already collected. We analyze the document and payroll information to assist clients in achieving their objectives. Our team includes experienced compliance and document personnel (ERPA, JD, QPA, several QKAs) to look beyond the textbook numbers and find innovative solutions.


What Were The Benefits To The Client?

Because of our proactive and focused actions, our new client saved approximately $7,000-$10,000 in annual auditing expenses and their HCEs were able to contribute more into their personal retirement plans without being reliant on NHCE behavior.

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