About


What Do We Do?

We provide you with all the tools you need to successfully review, retain, or obtain new clients by analyzing and presenting the historical data performance and trends of any ERISA Retirement and Welfare Plan in simple, easily understood language. Now accessing ERISA Form 5500 reports on our ERISA Plus Dashboard™ with Multi-Vision is free, fast and easy!

Why Do We Do It?

Every ERISA Retirement and Welfare Plan is an amalgam of its years of existence. We are dedicated to helping you - plan sponsors, participants, professionals, lawyers, or actuaries - make every plan be the very best it can be. We do this by providing real historical performance, trends, alerts and key metrics for the plans you work with.

Who Are We?

We are ThePensionInspector, created in 2007 by a nationally licensed ERISA expert with over 40 years of experience creating, managing and actuarially certifying ERISA Retirement and Welfare Plans. We have pioneered many new apps to help you quickly analyze the historical data of any ERISA Financial Report (Form 5500 and attachments).

Pricing


FREE FORM 5500 DOWNLOADS

Always Free

  • All ERISA Retirement and Welfare Plans
  • Easiest to use
  • Minimum 2 character search
  • Beginner, Enhanced and Advanced Search
  • Up to 15 Years on one screen
  • All Special Attachments

STRIKE-GOLD SUBSCRIPTION

Easy Pay For Your Budget

Starting from $37 /month

  • Variable subscription Monthly, Quarterly, or Yearly
  • Free Form 5500, with Complete Attachments for 15 Years in our Vaulted Erisa Plus Dashboard
  • All Subscriptions are Tailored for; Plan Participants, Independent Accountants (CPA's), Acruaries and Financial Advisors
  • Retrirement Apps - Plan Participants
  • CPA AUdit - CPA and Independent Accounts, Retirement Plan Actuaries
  • Special Addons

Testimonials





David L. Wray is the former president of the Profit sharing/401(k) Council of America (PSCA), a national, non-profit association of companies that sponsor profit sharing and 401(k) plans for over 4 million employees. He is a nationally recognized authority on 401(k) and other defined-contribution plan issues and he has testified before a number of congressional committees and at Labor Department, Treasury Department, and Internal Revenue Service hearings. He was the 2004 Chair of the Department of Labor's ERISA Advisory Council, which advises the Secretary of Labor on benefits issues, and was a member of the Certified Financial Planner Board of Standards Advisory Board. He frequently speaks before trade groups, contributes to benefits publications and is quoted frequently in the media. He has written "Take Control With Your 401(k)" which was published by Dearborn Trade in June 2002.

Retirement
By David L. Wray

Every day I am asked my opinion on how the volatility of the stock market has affected the 401(k) retirement accounts and defined contribution plan participants. My usual answer is that most plan participants as they view retirement planning, are in it for the long haul, and that fluctuation in the marketplace is a normal part of equity investing. Downturns such as the one we have faced in 2000-2002 merely gives participants an opportunity to purchase stocks at lower prices.

Thus, most participants' long-term retirement planning prospects are not affected by market downturns. Yet, there is a specific group of workers, as part of their retirement planning blueprint, who can and have been adversely affected by a market decline: people who have been counting on living off of retirement account distributions in a just a few years and who have been aggressively invested in equities. These people, planning for retirement, can see their retirement planning objectives unexpectedly decline in a marker downturn.

Need for transitional phase of retirement planning.
Workers who are five years from retirement need to implement a transition plan for their retirement plan assets. Individuals who have defined-contributionretirement account plan balances and/or IRAs should do the following five years prior to retirement in regard to their asset allocation:

  • Identify the asset allocation they would like to have at the beginning of their retirement.
  • If necessary, implement a transition plan to shift their asset allocation gradually from their current asset allocation to the asset allocation that they would like to have at retirement.

Obviously, not all individuals will need to rebalance prior to retirement. For example, individuals who do not plan on taking withdrawals initially at retirement are generally in a better position to assume higher market volatility risks than individuals who are counting on having that money to meet their immediate retirement expenses.

Conclusion
Employees, planning for retirement, need to develop a plan for how they will allocate their retire account asset allocation for retirement well before they actually leave the workforce. This advance planning will allow them, if necessary, to gradually reallocate their investments over a period long enough to avoid the short-term volatility risks that are a normal part of equity investing.