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How We Help Employers Manage Their Retirement Plan For Employees

Aim to achieve better outcomes, navigate change and reduce your workload with World Investment Advisors 

We offer full-service employer retirement plan consulting services focused on maximizing employer-sponsored retirement plan outcomes, protecting your plan, and removing work from your plate. Learn more about our employer plan services and the benefits of offering holistic retirement plans for employees.


Retirement plan optimization

We review the design and operational features of your retirement plan for employees, matching them to your goals, objectives, and needs of your employees.

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Employee financial wellness

Give your employees a personalized financial wellness experience that helps push them toward their goals. You can choose their level of support from financial education to one-on-one coaching.

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Fiduciary Investment Services

You choose which fiduciary investment service model makes sense for you and your organization. You'll receive quarterly investment analysis and benchmarking reports to help ensure you are meeting your goals and responsibilities.

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Compliance and ERISA Support

We aim to ensure you’re meeting your obligations and provide the education you need to do so. You can receive fiduciary best practices and training, ERISA §404(c) analysis and recommendations, a review of plan document provisions, and DOL and IRS audit support.

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Executive Benefits

Retain and recruit top talent by rewarding executives and other key employees. Providing additional benefits beyond the 401(k) can be an investment for your organization.

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ERISA requires that plan sponsors make prudent decisions, solely in the best interest of participants, regarding the management and administration of retirement plans. If lacking expertise, ERISA necessitates hiring professional assistance.

To ensure you comply with your fiduciary duties, you should consider hiring a knowledgeable retirement plan advisor or consultant. These professionals aid in establishing and maintaining a streamlined process for prudent decision-making, managing fiduciary risk, and assisting in the selection, monitoring, and benchmarking of investments and service providers for the retirement plan.

There are three broad scenarios when you should run a 401(k) advisor search.

  1. If you don’t already have an advisor or 401(k) consultant on your plan.
  2. If you are having problems with your current advisor and you would like to replace them.
  3. If you are conducing a periodic benchmark for due diligence.

When conducting a retirement plan advisor RFP, spend some time determining the needs of your plan and your plan committee under the three areas of fiduciary responsibility:

administration, service providers, and investments. Based on your needs assessment, prepare an RFP with appropriate questions - [If you need a sample, please contact us today] this should be unique to your organization and include information about your objectives.

Then comes evaluating responses, conducting interviews, and selecting the most suitable advisor based on your specific needs and preferences. Keep in mind, both qualitative and quantitative analysis is important. You do not need to go with the cheapest option, in fact evaluating any service provider solely based on fees means you are not following a prudent process, per ERISA.

The key here is reasonable fees based on the value of services you receive that you deemed important in the needs analysis. Do not forget to document every decision you make (or don’t make).

The Department of Labor (DOL) recommends benchmarking at least every three years. However, having a 401(k) advisor on your plan means you are likely doing this regularly. Benchmarking plan health metrics, fees, and predetermined plan goals can help guide the decisions the plan committee makes regarding investment selection, retirement plan design, service provider partners, employee services, and more.

Plan sponsors, alongside their advisors, should evaluate the retirement plan investment lineup quarterly to assess the performance, risk, and fees of the investments. Selecting and monitoring investments for your plan is one of your primary responsibilities as a fiduciary. Unless you delegated your investment-related duties to a 3(38) investment manager, you should designate at least one person on the plan committee to work with an investment professional to ensure the investments are prudently selected, monitored, and if necessary, replaced.

Learn more about Pensionmark investment services here.

There are many options when it comes to an employer-sponsored retirement plan after an acquisition. This may include merging the plans, maintaining separate plans, or terminating the acquired plan.

Consult with your retirement plan advisor and legal consultants to make informed decisions. Compliance with ERISA and other regulations is critical during this transition.

After a leadership turnover, assess the employer retirement plan's continuity and alignment with the company's new goals. Review the plan's performance, structure, and the roles of service providers.

Consider whether adjustments or changes are necessary to align with the new leadership's vision, but do not make changes without following a prudent process as per ERISA.

Ready to take your retirement plan to the next level?