Plan Design/Implementation

Selecting, customizing and implementing a plan can be a complex process. Our professional staff will guide you each step of the way.

Plan design determines the adequacy of plan benefits, the level of long-term plan costs, the ease or complexity of administration, and compliance with state and federal laws. Objectives should be explicit and the plan designed to meet those objectives.

No single plan design will suit all participant groups. Defined benefit, defined contribution, and hybrid plans all play a role. The key is designing and implementing the plans in ways that best serve all interested parties.

Design

RPS will work with you. What are your goals, both as an individual and for your company? Because the “bottom line” of RPS is to develop and implement a program that will help you achieve these goals, our design begins by helping you determine a realistic answer to this question.

Plan design determines the adequacy of plan benefits, the level of long-term plan costs, the ease or complexity of administration, and compliance with state and federal laws. Objectives should be explicit and the plan designed to meet those objectives.

No single plan design will suit all participant groups. Defined benefit, defined contribution, and hybrid plans all play a role. The key is designing and implementing the plans in ways that best serve all interested parties.

Implementation

RPS will assist in the development of plan documents for review by an attorney and preparation of data needed for filing the plan with the Internal Revenue Service. Preparation of communication packages for employees and conducting employee meetings, where appropriate, will be provided.