For EMPLOYERS - 401(k) & 403(b) Plan Design Consulting
Better Outcomes Start with Smart Plan Design
A well-structured retirement plan helps your people retire on time and your organization stay compliant, efficient, and competitive.
As companies grow, merge, or evolve, plan designs often lag behind reality, leading to failed testing, participation gaps, and unnecessary costs. HR and finance leaders frequently inherit plans that are expensive, complex, or not optimized for today’s demographics and payroll structure.
For smaller employers, the challenge is deciding when to graduate from a SIMPLE or SEP IRA to a more advanced 401(k) or 403(b) structure that provides stronger savings potential and fiduciary control.
The Challenge
Many plans were built for yesterday’s workforce.
Capcova + sollinda
Our Solution: Outcome-Based Plan Design Consulting
We design and optimize plans with one goal in mind, improving participant outcomes while strengthening employer value. Our process blends analytics, ERISA expertise, and behavioral finance to align employee savings with employer cost efficiency.
Comprehensive plan design review to identify hidden risks and missed opportunities
Safe Harbor, Profit Sharing, and Combo Plan modeling to enhance savings and tax efficiency
Auto-enrollment, re-enrollment, and auto-escalation to increase participation and deferrals
Multi-EIN and management company design for complex franchise or owner group structures
SIMPLE & SEP IRA transition consulting for small businesses scaling toward 401(k) solutions
Cost-impact modeling so you can quantify the employer expense vs. employee benefit trade-off
Capcova + sollinda
Who We Serve
Small Businesses
Build a foundation for growth—whether it’s optimizing a SIMPLE IRA, transitioning to a 401(k), or adding profit sharing for owners and key employees.
Franchise & Owner Organizations
Integrate multiple entities under a unified plan that minimizes refunds and maximizes participation across diverse employee groups.
Private Practice Groups (Dentists, Orthodontists, Veterinarians)
Design cost-effective Safe Harbor and Profit Sharing structures that reward staff while helping owners save more efficiently.
Corporate Partners (100+ Employees)
Simplify plan oversight with scalable design, governance, and auto features that align with corporate policies and fiduciary best practices.
Results That Matter
Participation rates improve by 20–40% within the first year of redesign
Testing failures and refunds are significantly reduced
Employer contributions are optimized to support stronger employee outcomes
Transitioning from SIMPLE/SEP to 401(k) structures enhances savings and flexibility
FAQs
Frequently Asked Questions
What does 401(k) and 403(b) plan design mean?
Plan design is how you structure eligibility, contributions, matches, and plan features to meet employer goals while staying compliant. Good design improves participation, reduces testing issues, and supports recruitment and retention.
How often should a retirement plan be reviewed or redesigned?
At least every 2–3 years, and anytime there are major workforce, profitability, or ownership changes. Regular reviews prevent design drift and missed opportunities.
What is the difference between a 401(k) and a 403(b) plan?
401(k)s are common for for-profit employers; 403(b)s are used by eligible nonprofits and schools. 403(b)s may have unique operational requirements that affect contributions and administration.
How can plan design reduce employer costs?
Optimized design can reduce corrective contributions, improve testing outcomes, and right-size employer funding. It can also reduce administrative complexity and improve vendor pricing.
Who is responsible for plan design decisions?
The plan sponsor is responsible, even when working with advisors and providers. Fiduciary best practice is to document the rationale for design decisions.
How do I choose a 401(k) advisor in Roanoke, VA?
Look for fiduciary expertise, a documented process, and experience with plan design and governance. A local advisor can improve committee coordination and vendor accountability.
Does Virginia law affect retirement plan design decisions?
ERISA governs most private employer plans, but state considerations can affect payroll, business structure, and implementation logistics. Coordination with local professionals improves execution.
Capital Investment Company of VA
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