CPI Qualified Plan Consultants, Inc.


Whether working with your first retirement plan, or helping your current retirement plan clients evaluate their existing programs, keeping yourself informed about different aspects of retirement plans and retirement planning is important. When you click on the icons below, you have access to the tools you need to gather information that will help your clients make informed decisions for their plans and plan participants.
When you are ready to learn more, request a proposal from CPI. The proposal you receive will include an outline of the services CPI provides and the fees associated with those services.
We are happy to provide references upon request. At CPI we respect the privacy of our clients, as well as their busy schedules. With this in mind, we do not publish a comprehensive list of clients, nor do we use our clients’ names as references without first obtaining their express permission to do so. This is a professional courtesy we will extend to your clients, as well.
Although Roth after-tax contributions can be very beneficial, Roth is not appropriate for every participant. This calculator projects an account balance at retirement based on Roth contributions as compared to traditional salary deferral contributions. Your tax adviser can help you decide the contribution that best fits your personal tax situation.
With a flexible benefit plan (i.e. cafeteria plans or Section 125 plans), participating employees pay for their share of employer-provided insurance premiums, as well as certain out-of-pocket medical and dependent care expenses on a pre-tax basis rather than on an after-tax basis. Many participants use the increase in spendable income to begin or to increase retirement plan contributions.
The Department of Labor publishes a number of publications to help employers design, educate and operate an effective retirement plan program. Check out these helpful publications at http://www.dol.gov or click on the icons below.

As the sponsor of a retirement plan, you are helping your employees achieve a secure financial future. Sponsoring a plan, however, also means that you, or someone you appoint, will be responsible for making important decisions about the plan’s management. Your decision-making will include selecting plan investments, investment options and plan service providers. Many of your decisions will require you to understand and evaluate the costs to the plan.
Generally, federal law requires employee benefit plans with 100 or more participants to have an audit as part of their obligation to file an annual return/report (Form 5500 Series). If your employee benefit plan is required to have an audit, one of the most important duties of the plan administrator is to hire an independent qualified public accountant. The sponsor of the plan is the plan administrator under the law unless another individual or entity is specifically designated to assume this responsibility. The following material will assist you, as plan administrator, in selecting an auditor and reviewing the audit work and report.
Offering a retirement plan can be one of the most challenging, yet rewarding, decisions an employer can make. The employees participating in the plan, their beneficiaries, and the employer benefit when a retirement plan is in place. Administering a plan and managing its assets, however, require certain actions and involve specific responsibilities.