Our Solutions

VBG has a qualified retirement plan consulting team that works with companies and their fiduciaries to maximize retirement plan outcomes by increasing effectiveness.

Our full-service retirement plan consulting team is uniquely qualified to tailor a service plan specific to your needs. We provide you with fiduciary guidance, and support you in the areas of plan performance and employee retirement readiness. Learn more about our solutions.

Fiduciary Guidance

Plan Performance

Employee Financial Wellness


Fiduciary Guidance

Managing your obligations as a fiduciary can be challenging. As a plan sponsor you are required to navigate the landscape of available investment managers, monitor plan investments, and more. In response to these needs, VBG's Retirement Consultants offer plan sponsors ERISA 3(21) and 3(38) services.

Investment Analysis

Investment decisions are challenging for small to mid-size companies without becoming an investment expert or creating an ongoing trusting relationship with an accomplished investment advisor.

We are that advisor.

We follow a highly disciplined and prudent methodology to ensure the investment portfolio empowers your plan and the retirement outcomes of your participants.

We review the asset allocation mix and investment quality of current offerings. We strive to improve or expand the investment menu with your current provider and determine how mutual fund share classes can affect overall pricing.

We provide you with a thorough, best-in-class process to analyze, select, and monitor the on-going quality of investments. When necessary, we recommend replacement. In-house development of our Scorecard ℠ ranking system differentiates our services as well.

You will be empowered and informed. This detailed focus improves your employees’ plan and lowers your fiduciary liability.


Many plan sponsors are unaware of plan fees and unfamiliar with fee structures. If fees are excessive, the impact on plan effectiveness is significant.

We have developed a proprietary process that results in a complete Fee Benchmarking Analysis Report, which compares total current fees, both administrative and investment-related, on as many as ten other providers of plans with similar demographics. Further, this fee report includes a cross-section of types of providers-from independent third party administrators to bundled and semi-bundled providers.


We deliver a complete RFP management service for clients that includes:

  1. Selection of vendors whose clients match your profile
  2. Comparison of proposals based on 350 different components
  3. Comparison of pricing based on both administrative costs and investment expense
  4. Management of the conversion process, if a new vendor is selected

Additionally, we provide documentation to support the decision to do formal request for proposal (RFP).


There is a tidal wave of change occurring in the benefits sector. And it could affect you. Do you know what to do?

Without a clear and concrete compliance process, plan fiduciaries can be held personally liable for failure to meet best practices, poor employee investment returns, adhere to new laws, or for any other number of potentially hidden pitfalls.

In our compliance work, we guide plan sponsors to make sure they meet the ebb and flow of legislative requirements under ERISA, the DOL, IRS and other regulatory agencies.

By using a defined process (an ERISA requirement) and an independent advisor (a DOL suggestion), plan sponsors who work with us move ahead with confidence in the knowledge that a sound decision has been reached through independent, unbiased guidance.

Plan Performance

A successful retirement plan is the result of tapping into a wide array of proficiency. We manage every aspect of 401(k) plans including design, implementation, investments, compliance, employee communications and interactions, provider selection, and fee benchmarking.

Plan Design

We apply a proven and comprehensive methodology to plan design. We have been at the forefront of plan design with every shift in market focus.

A sound 401(k) design, and there are dozens of types, will go a long way to help you recruit, retain and reward valuable employees. Among the many design features we examine or develop and customize for your company:

  • Eligibility Waiting Period
  • Elective Deferral Limit
  • Age and Service Requirements
  • Loan Provision Design
  • In-Service Withdrawal Provisions
  • Vesting Issues and Design Plan Entry Dates
  • Employer Match Design and Funding
  • Definition of Financial Hardship
  • Funding Timing for Employer Contributions
  • Discretionary Contribution Formulas
  • Plan Trustee Issues

​Whether you ask us to analyze your existing design or convert to a new plan, you can expect a balanced and beneficial outcome

Plan Reviews

When you provide us with the investment lineup of your plan, we will provide you with valuable plan metrics.

Items Covered in Your 401(k) Plan Review

Here are some of the items covered in your 401(k) plan review:

  • How your funds score within our proprietary scorecard system, which can provide valuable insight into a world-class system.
  • The overlap funds within your lineup.
  • How comprehensively your fund lineup covers the asset classes necessary to provide your employees with the ability to properly diversity their retirement account.
  • Whether there are any duplicate funds within your current asset classes that could comprise a fiduciary breach.

Schedule Your Plan Review Today!

Simply contact us at 1.866.576.5723 or send us an email at info@vantagebengroup.com


Employee Financial Wellness

When managers and leaders invest in employees’ wellbeing, they are likely to influence the betterment of the organization. Studies have shown that what’s best for the employee is not at odds with what’s best for the organization. In fact, employees that believed their manager cared about them as a person are more likely to be top performers, produce higher quality work, are less likely to be sick, are less likely to change jobs, and are less likely to get injured on the job.

Through our communication and financial wellness services, you can increase understanding, satisfaction, and participation in contributions, asset allocation and risk tolerance.

Maximizing Retirement Success Through Education and Communication

According to the Employee Benefits Research Institute, roughly 30 percent of workers who are offered a 401(k) plan at work fail to participate in it. Worse yet, they do not make any changes to contributions or choose different investments. Why this apathy? Typically it is the result of lack of education, communication and motivation.

A well-designed 401(k) plan can help your company plan thrive. Through our communication services, you can increase understanding, satisfaction, and participation in contributions, asset allocation and risk tolerance. Some of the essential elements of this service include:

  • Pre-enrollment Memos & Announcements
  • Bilingual Representatives on Staff
  • Participant Newsletters
  • Onsite Group & Individual Enrollment Meetings
  • Sample Employee Memos
  • Full Document Review & Updates​

Due to lack of time and resources, many plan sponsors are unable to offer financial planning assistance to their participants. At 401(k) Advisors – Arizona, participant assistance is an essential part of our trademark service.

Financial Wellness Programs

Employers are realizing that by reducing employees’ financial stress levels and improving their overall financial wellness, they can in turn reduce costs in a number of areas that significantly impact their bottom line. According to leading research, employers can achieve an average ROI of 3:1 from their employee financial wellness programs.

Studies have shown that coupling a financial wellness program with one of physical wellness has a multiplier effect on results by increasing employee engagement, performance, productivity and morale while reducing turnover, healthcare costs, and delayed retirement costs.

There are many reasons for a company to start a financial wellness program. They can include solving short-term issues or can be more long-term in nature to create a culture where employee wellness is an important component of the company’s identity.

Below is a list of some of the potential goals for starting a Financial Wellness Program:

  • Containing health care costs
  • Reducing risk of delayed retirement
  • Reducing wage garnishments
  • Increasing loyalty to employer
  • Increasing employee benefits awareness and participation

Securities offered through Purshe Kaplan Sterling Investments, Member FINRA/SIPC, Headquartered at 18 Corporate Woods Blvd., Albany, NY 12211. Purshe Kaplan Sterling Investments, The Capital Group Investment Advisory Services, LLC and Vantage Benefits Group, LLC are not affiliated companies. NOT FDIC INSURED. NOT BANK GUARANTEED. MAY LOSE VALUE, INCLUDING LOSS OF PRINCIPAL. NOT INSURED BY ANY STATE OR FEDERAL AGENCY.