Plan Purpose Overview
15-Minute Discovery Presentation — Three-Act Narrative
1
Act One
The State of the Plan
Compliance

Most plans are designed to satisfy legal requirements — not to produce outcomes.

The Gap

40% of American workers are not on track to replace 70% of their pre-retirement income.

The Opportunity

A plan with a clear purpose produces measurably better outcomes than a plan designed to comply.

2
Act Two
The Plan Values

Every plan has an implicit purpose. The question is whether it is intentional. Select the value that most closely reflects what your organization wants this plan to stand for.

Dignity
The plan as a promise

Every employee deserves to leave with financial security.

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DIGNITY
From compliance obligation to human commitment
›Auto-enrollment at meaningful rates
›Automatic escalation to replace income
›Employer match that signals investment in people
A plan that technically complies but leaves 40% of employees unable to retire is not a dignified plan.
Talent
Attract, retain, compete

The plan is a talent strategy, not just a benefit.

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TALENT
From HR checkbox to competitive differentiator
›Match structure benchmarked to industry competitors
›Vesting schedule aligned to retention goals
›Financial wellness as a recruiting narrative
A plan designed to minimize cost will attract employees who value the minimum.
Culture
Values made visible

The plan reflects what the company believes about its people.

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CULTURE
From benefit administration to cultural expression
›Plan design that mirrors stated company values
›Participant communication that reflects the brand voice
›Financial wellness integrated with broader employee experience
A company that says it values its people but offers a below-average retirement plan is sending a message — just not the one it intends.
Protection
Fiduciary confidence

The plan protects the company as much as the employee.

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PROTECTION
From liability management to proactive stewardship
›Documented governance process and IPS
›Regular fee benchmarking with written rationale
›Advisor accountability to measurable outcomes
A plan sponsor who cannot demonstrate the value of fees paid is not just paying too much — they are carrying undocumented fiduciary risk.
Wellness
The whole employee

Financial stress is a workforce productivity problem.

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WELLNESS
From retirement savings to total financial health
›Emergency savings integration
›Student loan repayment matching (SECURE 2.0)
›Financial coaching and education resources
An employee who cannot cover a $500 emergency is not thinking about retirement — they are thinking about this week.
Legacy
Long-term thinking

The plan is the most lasting thing a company does for its people.

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LEGACY
From annual benefit to generational impact
›Retirement readiness as a measurable organizational outcome
›Plan design reviewed against 10-year workforce projections
›Participant outcomes tracked and reported to leadership
Most companies measure the cost of their retirement plan. Few measure what it produces.
The Plan Purpose Spectrum
Where does your plan sit today — and where could it go?
Compliance
Fee Transparency
Participant Outcomes
Enhanced Benefits
Financial Wellness
Cultural Fuel
Minimum Viable PlanPurpose-Driven Plan
3
Act Three
The Path Forward
We Part as Colleagues

If today's conversation surfaces that your plan is performing well and your current advisor relationship is strong, that is a good outcome. Our goal is to help you see your plan clearly — not to create a problem where none exists.

Schedule the 60-Minute Evaluation

If you want to see whether your current fees are reasonable relative to your outcomes — and what a purpose-driven plan could look like for your organization — the next step is a structured 60-minute evaluation using the Reasonable Fee Rating™.

Proceed to Fee Rating Analysis →