Join the movement
Explore each section to unlock our fully interactive PEP Rally experience.
The PEP Rally
Optimize your experience by viewing on desktop.
Together We Thrive
Debunking Myths
Proof in the PEPs
PEPs vs Traditional Plans
The Opportunity
Ascensus Secure PEP
PEPs in Practice
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ debunking myths part 1
Debunking Myths
Myth #1
Myth #2
Myth #3
Even in a PEP, employers are still responsible for most day-to-day plan administration.
Joining a pooled employer plan means sacrificing flexibility in plan design.
When employers join a PEP, they lose control of fiduciary responsibilities and unknowingly assume more risk.
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
debunking myths part 2
/ debunking myths part 1 /
Debunking Myths
Myth #5
Myth #6
PEPs come with many hidden fees, making them more expensive than standalone plans.
PEPs require audits, and audit costs are prohibitively high for employers.
Myth #4
Joining a PEP means dealing with multiple vendors and complex administration.
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ the opportunity
The Rally Starts with Advisors
Much of the PEP conversation centers on employers—but the movement starts with advisors.
With more than $21 billion in assets1 and over one million participants, PEPs have moved from an emerging idea to a proven model. Advisors are driving that shift.
Additional Information
Where the Market is today
Why now?
8% to 26%
PEP plan‑book share is projected to grow from
by 20303
of advisors already use PEPs2
41%
Elevating Advisors
Get started
1 The PEP Market: Expectations, Reality, and What Comes Next - Cerulli Associates, March 2026
2 Are PEPs Reshaping the Retirement Plan Market? - Georgetown Center for Retirement Initiatives, April 2025
3 Tracking the Evolution of Pooled Employer Plans | PLANADVISER, November 2024
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
where the market is today
/ the opportunity /
A Growing and Competitive Landscape
Continued acceleration in PEP adoption across market segments
Increased advisor familiarity and comfort level
Expansion of provider models (bundled, unbundled, partner-driven)
More competitive pricing and flexible investment options
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
why now?
/ the opportunity /
Retirement Planning Is Moving From Solo to Shared
Employers are increasingly looking beyond the traditional go‑it‑alone retirement model.
Rising costs, regulatory pressure, and administrative complexity are pushing employers toward pooled solutions*:
For many businesses, PEPs naturally fit their needs–offering a way to offer simplicity, security, and grow over time.
34%
to simplify administration
24%
to streamline investment monitoring
20%
adopt PEPs to lower costs
*Advisor Innovation and Growth Trends Revealed at NAPA 401(k) Summit, April 2025
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
elevating advisors
/ the opportunity /
PEPs don’t reduce the advisor’s role—they elevate it.
Advisors Go From Plan Manager → Strategic Counselor
When advisors rally around PEPs, what follows are deeper conversations around plan expansion, wealth management, and more meaningful financial guidance. By reallocating certain responsibilities and expanding access to pooled plans, advisors open the door to new, higher‑value opportunities for their practice – where retirement becomes the starting point—not the finish line.
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ PEPs in practice
PEPs in Practice
Why wait when you can lead?
Employers are more open to outsourcing fiduciary and administrative responsibilities and there is an increased focus on operational efficiency and risk management.The advisors who are successful here are being proactive.
The questions advisors are asking now:
When should I use a PEP?
Which clients are the right fit?
They understand the benefits of a PEP and know that the conversation has shifted from “if” to “how”.
How do I position it?
Rally with us today.
Don’t sit on the sideline and risk:
- Losing competitive opportunities
- Falling behind market trends
- Missing scalable growth potential
Get started
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
Understand the benefits of peps
/ peps in practice /
The PEP Benefits for Advisors to Rally Around
Advantages for Adopting Employers
Scale Faster Compete Less Protect More
Expanded Services & Revenue
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
When should i use a pep?
/ peps in practice /
Not every client needs a PEP—but many are closer than they realize. This quick readiness check helps advisors identify potential pressure points and growth signals that indicate when moving from a standalone plan to a pooled solution can create meaningful value. Drag the hand to match the question with the correct category.
The PEP Readiness Check
Cost vs. Value
How many participants do you have today—and how might that change?
Operational Efficiency
How much internal time is spent managing vendors, compliance, and operations?
Fiduciary Comfort Level
Are current plan costs delivering confidence and measurable outcomes?
Plan Scale and Growth
How important is reducing oversight pressure and fiduciary exposure?
Administrative Burden
Would consolidating providers improve consistency and results?
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
which clients are the right fit?
/ peps in practice /
Who Should Join the PEP Rally?
Effective PEP prospecting isn’t about volume—it’s about fit. The most successful advisors use PEPs intentionally, identifying employers who value simplicity, protection, and partnership. When positioned correctly, the PEP conversation shifts quickly from “plan mechanics” to long‑term strategy and outcomes.
Strong PEP candidates are:
Growing or operating in mandate‑driven environments
Run lean HR teams and want real administrative relief
Launching a plan for the first time
Looking for a guided, “do‑it‑for‑me” model
Facing audit thresholds or fiduciary scrutiny
+ INFO
+ INFO
+ INFO
+ INFO
+ INFO
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
how do i position it?
/ peps in practice /
Lead With Value. Rally Around Outcomes.
PEPs offer a smarter way to move forward together, built to relieve pressure and drive results. Advisors who understand why clients are moving toward pooled solutions are best positioned to guide the conversation—and lead the movement.
Learn more
Focus on Fiduciary Relief Shift day‑to‑day administrative and oversight responsibilities to a professionally governed structure—so business leaders can breathe easier.
Simplify the Game Plan Cut through vendor and operational noise with one coordinated, streamlined approach.
Lower Risk. Raise Confidence. Stronger compliance oversight helps reduce exposure and brings consistency employers can trust.
Realign on Win-Wins Free advisors to spend more time on employee and employer outcomes, engagement, and long‑term strategy—not plan maintenance.
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
how do i position it? /
the shift is real
/ peps in practice /
The Shift Is Real—and Accelerating
This isn’t a short‑term trend. It’s a signal that employer expectations around efficiency, governance, and value have fundamentally changed.
PEP Driver #1
PEP Driver #2
Complexity vs. Capacity
Cost Pressure
PEP Driver #4
PEP Driver #3
Employee Value & Talent Strategy
Fiduciary Risk
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ proof in the pep
The Rally Works for Advisors, Employers & Savers
Together, advisors and employers are proving that when retirement planning moves collectively, confidence and results rise for everyone involved.
What started as a niche solution is reshaping how retirement plans are delivered—built on collaboration, professional oversight, and scale. With advisors leading the PEP movement, adoption is accelerating, practices are evolving, and conversations are shifting.
Employers across industry types are seeing the impact too—clear outcomes; lower costs; simpler administration, greater confidence—and more buy in from employees who see real value.
Sample Pooled Plans in Action
Learn more about PEPs
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
Sample pooled plans in action
/ proof in the pep /
Pooled Plans in Action
Success Story #1
Success Story #2
Growth Through Acquisition Without the Audit Burden
Offloading Administrative Burden for a Growing Business
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ peps vs traditional plans
PEPs vs. Traditional Plans
Choosing the right fit
PEPs replace isolated retirement decision‑making with shared responsibility and expert guidance—bringing scale, professional governance, and simplicity to a system that’s grown increasingly hard to manage independently.
When Traditional 401(k) Plans Can Still Make Sense
You’re not giving up control—you’re gaining support
How Responsibility Is Shared in a PEP
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ ascensus secure pep
Join our Movement
Contact us to get started
Discover how our Pooled Employer plans simplify retirement & help manage costs.
What makes us different?
The Ascensus Secure Retirement PEP simplifies offering a competitive retirement plan by pooling employers to reduce fiduciary liability and lower costs.
By shifting key fiduciary and administrative responsibilities to experienced professionals, employers can reduce internal administrative burden while benefiting from centralized plan oversight. With one plan, one document, and one set of filings, administration is streamlined, the employer workload is lighter–with employees benefiting from institutional pricing and plan design that can support improved savings outcomes.
Rally around the benefits that work for you.
A bundled solution
Flexible plan design
Dedicated support when you need it
Employee first investment line-up
Still have questions? Email us at pooledplanproposals@ascensus.com
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ disclosures
This material is for financial professional use only and is not intended for use with plan participants or the general public.
Pooled employer plans (PEPs) are subject to applicable regulatory requirements under ERISA and the Internal Revenue Code. Participation in a PEP does not relieve an employer of all fiduciary responsibilities.
Newport Group, Inc. (“NGI”), an Ascensus company, is a registered Pooled Plan Provider offering professionally-managed Pooled Employer Plans (“PEPs”). More information regarding Newport’s registration and available plans can be found at www.efast.dol.gov by clicking Form PR Registration Search, entering “Newport” in the Legal Business Name field, and then clicking “search” at the bottom of the page. NGI and its affiliates provide recordkeeping, plan administration, trust and custody, consulting, insurance, and brokerage services. Investment Advisory and fiduciary consulting services are offered through Newport Group Consulting, LLC, (“NGC”) a registered investment advisor and wholly owned subsidiary of NGI. For more information about NGC and its services, please visit www.newportgroup.com or refer to NGC’s Form ADV Part 2, which is available by contact us at 407-333-2905, or by visiting our website.
Ascensus, LLC provides administrative and recordkeeping services. It is not a broker-dealer or an investment advisor. Neither Ascensus, LLC nor NGI provide tax, legal, or accounting services.
3397050-RET (05/2026)
FLEXIBLE PLAN DESIGN
Flexible plan design to meet your needs.
We can tailor plan design elements to best support your organization.
A bundled solution
With a PEP, you can breathe easy.
When you join the Ascensus Secure
Retirement PEP, you’re able to offload
many complex aspects of running a
retirement plan to Newport, an Ascensus
company, as the PPP―so you can focus
on your business. We serve as your:
3(38) Investment Fiduciary
3(16) Administrative Fiduciary
402(a) Named Fiduciary
We
are responsible for ensuring required
disclosures are distributed to plan
participants and beneficiaries and for filing
most reports with the government. We
maintain required plan information, data,
and reports. We also manage and approve
all plan distributions.
Newport Group Consulting has
discretionary authority over plan
investments and is responsible for the
selection, monitoring, and management
of the plan’s investment menu.
We are the
plan administrator. We select and monitor
all service providers to the plan other
than named fiduciaries or providers hired
by you. We also assume discretionary
authority for nearly all of the traditional
plan sponsor’s responsibilities.
Success Story #2 | Offloading Administrative Burden for a Growing Business
Client Profile: A small-to mid-size business experiencing rapid growth
Outcome
Solution
Challenge
The advisor recommended moving to a PEP to offload day-to-day responsibilities.
- Transitioned from a standalone plan to a fully bundled PEP solution
- Shifted key fiduciary roles to experienced service providers
- Leveraged a dedicated service team and streamlined processes
- Freed up internal resources to focus on core business priorities
- Increased confidence in compliance and governance
- Enhanced employee experience through improved support and tools
- Provided a scalable solution aligned with future workforce growth
As the company scaled, internal HR resources struggled to keep up with retirement plan administration.
- Time-consuming compliance and reporting requirements
- Limited internal expertise on fiduciary responsibilities
- Growing concern around errors and regulatory risk
The information contained herein is provided only for the intended audience and not for use with or distribution to the general public. This testimonial is provided for illustrative purposes only and does not guarantee future results. Experiences may vary. No compensation was provided for this testimonial.
How Responsibility Is Shared in a PEP
Facts
- The pooled plan provider (PPP) handles day-to-day administrative and fiduciary tasks such as loans, hardships, distributions, RMDs, eligibility, notice delivery and enrollment materials.
- Employers experience reduced administrative complexity and fewer compliance headaches.
- This operational relief allows HR and finance teams to focus on core priorities, with lower risk and more consistent compliance.
Facts
- After conversion, employers mainly submit payroll files and respond to occasional testing or inquiries.
- Most day-to-day plan administration is handled by the pooled plan provider (PPP) and partners, reducing employer workload.
- Some PEPs involve multiple vendors, but providers like Ascensus offer bundled, turnkey solutions that simplify administration.
Success Story #1 | Growth Through Acquisition Without the Audit Burden
Client Profile: A mid-sized professional services firm acquiring a smaller competitor
Outcome
Solution
Challenge
Their advisor recommended transitioning both entities into a Pooled Employer Plan (PEP) prior to completing the acquisition.
- Consolidated both plans into a single PEP structure
- Leveraged the PEP’s centralized audit instead of maintaining a standalone audit
- Streamlined plan design and administration across the combined organization
- Avoided the need for an individual plan audit
- Reduced overall administrative complexity during a critical growth phase
- Achieved a seamless transition for employees with minimal disruption
- Positioned the organization with a scalable retirement solution for future acquisitions
A growing firm was in the process of acquiring another business, which would push total plan participants over the audit threshold.
- Faced first-time independent audit requirements
- Concerned about increased costs, administrative burden, and internal resource strain
- Needed to quickly align two separate retirement plans post-acquisition
The information contained herein is provided only for the intended audience and not for use with or distribution to the general public. This testimonial is provided for illustrative purposes only and does not guarantee future results. Experiences may vary. No compensation was provided for this testimonial.
PEP Driver #4 | Employee Value & Talent Strategy
Retirement plans are no longer passive benefits. Employers are using them to:- Support recruitment and retention
- Demonstrate long‑term commitment to employees
- Increase participation and engagement
By pooling employers together, PEPs deliver more consistent plan design, institutional‑quality investments, and professional oversight—creating a more credible and competitive benefit for today’s workforce.
Facts
- The pooled plan provider (PPP) assumes certain fiduciary duties for plan administration and compliance, managing day-to-day risks.
- Employers retain fiduciary responsibility for selecting and monitoring the PPP, plus some plan-level decisions.
- This shared fiduciary model reduces employers’ administrative burden and can help manage certain risks.
You’re not giving up control—you’re gaining support
3(16) Handles administrative fiduciary responsibilities
The PPP Oversees plan structure, governance, and compliance
The advisor Remains the strategic partner guiding outcomes
Facts
- Fee transparency is improving, but fee structures vary:
- Administrative fees are often asset-based and may or may not include audit costs.
- Some providers bundle audit fees; others allocate them to employers or participants.
- Participant investment fees may be lower due to access to institutional share classes, depending on the investment lineup and plan structure.
- Employers gain cost efficiencies from pooled services, technology, and audit fee savings.
PEP Driver #1 | Complexity vs. Capacity
Employers are stretched—and plan admin keeps getting heavier.- HR teams want fewer vendors and fewer manual processes
- Compliance and coordination continue to expand
- Internal capacity hasn’t grown to match expectations
For many employers, the real question isn’t “Do we want a PEP?” It’s “How much responsibility do we still want to carry?”
PEP Driver #2 | Cost pressure
The cost conversation has evolved from price to total efficiency.
- Administrative costs
- Investment oversight
- Governance time and risk
- Internal resources tied up in plan management
By combining scale with centralized administration and fiduciary support, PEPs address multiple immediate cost pressures and may result in meaningfully lower total plan costs than standalone plans.
Scale Faster. Compete Less. Protect More.
Scale through built‑in groupsGrow across associations, networks, and platforms—without rebuilding each plan. Win with repeatable solutionsConsistent plan structure and branding accelerate sales. Drive efficiency and margin leveragePooled governance creates scale across your retirement book. Reduce competitive exposurePEPs file a single consolidated Form 5500 at the plan level. Information regarding participating employers may still be publicly available as part of required filings. Protect long‑term advisor valueStronger retention and stickier relationships create a durable moat around your business.
Employee first investment line-up
Our investment lineupputs your employees first.
Unlike other PEPs, we do not have proprietary funds—so our investment lineup was selected for your employees’ benefit, not ours.
Facts
- Audits are federally required for PEPs with 100+ participants to ensure financial integrity and compliance.
- The pooled plan provider (PPP) hires an independent auditor to conduct the audit at the PEP level.
- Audits conducted at the PEP level typically reduce costs compared to individual employer plan audits.
Dedicated Support
The support you need,
when you want it.
Whether you are setting up your first retirement
plan or converting an existing one, a dedicated
team will help you every step of the way. Get up
and running quickly with full support. A dedicated
relationship manager will be your primary contact
to help keep your plan running smoothly.
You also have access to our award-winning,
easy-to-use plan sponsor website, which offers
quick ways to access plan information:
- On-demand reports
- Customizable ad-hoc reporting
- Contribution posting and status
- Access to participant-level detail
- Automated alerts
- Reviews and distribution and loan activities
Expanded Services & Revenue
Plan admin gives way to plan consultingLess time on admin lets you focus on plan design, benchmarking, and governance. Compliance questions shift to participant engagementInstead of fixing issues, you drive education, financial wellness integration, and better overall outcomes. Maintenance conversations evolve into wealth managementOngoing plan support opens the door to strategic financial advice, rollovers, and holistic portfolio management. Prospecting new plans turns into executive and owner planningDeeper relationships lead to NQDC strategies, succession planning, and exit planning.
Advantages for Adopting Employers
Reduce RiskShared fiduciary responsibility helps limit exposure and oversight pressure Less AdminFewer vendors, fewer tasks, and significantly less internal lift Reduce CostsScale can drive cost efficiencies compared to standalone plans Turnkey Setup & Ongoing SupportSimplified implementation with consistent, centralized operations Stronger Advisor EngagementAdvisors spend less time on administration and more time supporting employer and participant needs
Facts
- Flexibility varies by PEP provider—PEPs aren’t inherently restrictive.
- For example, the Ascensus Secure Retirement PEP offers:
- All safe harbor options
- Discretionary match and cross-tested profit sharing
- Multiple vesting schedules and eligibility periods
- Covers many of the plan design features in today’s market.
- Employers typically maintain their preferred plan design with minimal disruption.
PEP Driver #3 | Fiduciary risk
Fiduciary expectations are rising—and so is risk sensitivity.Employers and advisors are increasingly focused on: - Stronger governance
- Clear accountability
- Defensible processes and documentation
PEPs enable key fiduciary and administrative functions to be handled by dedicated specialists—while employers retain appropriate oversight. The result is greater confidence, not less control.
When Traditional 401(k) Plans Can Still Make Sense
Traditional plans may remain the right fit for organizations with:- Highly customized plan designs
- Complex ownership or compensation structures
- Specialized plan types or unique features
- A strong preference for maintaining full control over all plan decisions
3397050 The PEP Rally Campaign
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Transcript
Join the movement
Explore each section to unlock our fully interactive PEP Rally experience.
The PEP Rally
Optimize your experience by viewing on desktop.
Together We Thrive
Debunking Myths
Proof in the PEPs
PEPs vs Traditional Plans
The Opportunity
Ascensus Secure PEP
PEPs in Practice
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ debunking myths part 1
Debunking Myths
Myth #1
Myth #2
Myth #3
Even in a PEP, employers are still responsible for most day-to-day plan administration.
Joining a pooled employer plan means sacrificing flexibility in plan design.
When employers join a PEP, they lose control of fiduciary responsibilities and unknowingly assume more risk.
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
debunking myths part 2
/ debunking myths part 1 /
Debunking Myths
Myth #5
Myth #6
PEPs come with many hidden fees, making them more expensive than standalone plans.
PEPs require audits, and audit costs are prohibitively high for employers.
Myth #4
Joining a PEP means dealing with multiple vendors and complex administration.
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ the opportunity
The Rally Starts with Advisors
Much of the PEP conversation centers on employers—but the movement starts with advisors. With more than $21 billion in assets1 and over one million participants, PEPs have moved from an emerging idea to a proven model. Advisors are driving that shift.
Additional Information
Where the Market is today
Why now?
8% to 26%
PEP plan‑book share is projected to grow from
by 20303
of advisors already use PEPs2
41%
Elevating Advisors
Get started
1 The PEP Market: Expectations, Reality, and What Comes Next - Cerulli Associates, March 2026 2 Are PEPs Reshaping the Retirement Plan Market? - Georgetown Center for Retirement Initiatives, April 2025 3 Tracking the Evolution of Pooled Employer Plans | PLANADVISER, November 2024
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
where the market is today
/ the opportunity /
A Growing and Competitive Landscape
Continued acceleration in PEP adoption across market segments
Increased advisor familiarity and comfort level
Expansion of provider models (bundled, unbundled, partner-driven)
More competitive pricing and flexible investment options
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
why now?
/ the opportunity /
Retirement Planning Is Moving From Solo to Shared
Employers are increasingly looking beyond the traditional go‑it‑alone retirement model.
Rising costs, regulatory pressure, and administrative complexity are pushing employers toward pooled solutions*:
For many businesses, PEPs naturally fit their needs–offering a way to offer simplicity, security, and grow over time.
34%
to simplify administration
24%
to streamline investment monitoring
20%
adopt PEPs to lower costs
*Advisor Innovation and Growth Trends Revealed at NAPA 401(k) Summit, April 2025
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
elevating advisors
/ the opportunity /
PEPs don’t reduce the advisor’s role—they elevate it.
Advisors Go From Plan Manager → Strategic Counselor
When advisors rally around PEPs, what follows are deeper conversations around plan expansion, wealth management, and more meaningful financial guidance. By reallocating certain responsibilities and expanding access to pooled plans, advisors open the door to new, higher‑value opportunities for their practice – where retirement becomes the starting point—not the finish line.
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ PEPs in practice
PEPs in Practice
Why wait when you can lead?
Employers are more open to outsourcing fiduciary and administrative responsibilities and there is an increased focus on operational efficiency and risk management.The advisors who are successful here are being proactive.
The questions advisors are asking now:
When should I use a PEP?
Which clients are the right fit?
They understand the benefits of a PEP and know that the conversation has shifted from “if” to “how”.
How do I position it?
Rally with us today.
Don’t sit on the sideline and risk:
Get started
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
Understand the benefits of peps
/ peps in practice /
The PEP Benefits for Advisors to Rally Around
Advantages for Adopting Employers
Scale Faster Compete Less Protect More
Expanded Services & Revenue
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
When should i use a pep?
/ peps in practice /
Not every client needs a PEP—but many are closer than they realize. This quick readiness check helps advisors identify potential pressure points and growth signals that indicate when moving from a standalone plan to a pooled solution can create meaningful value. Drag the hand to match the question with the correct category.
The PEP Readiness Check
Cost vs. Value
How many participants do you have today—and how might that change?
Operational Efficiency
How much internal time is spent managing vendors, compliance, and operations?
Fiduciary Comfort Level
Are current plan costs delivering confidence and measurable outcomes?
Plan Scale and Growth
How important is reducing oversight pressure and fiduciary exposure?
Administrative Burden
Would consolidating providers improve consistency and results?
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
which clients are the right fit?
/ peps in practice /
Who Should Join the PEP Rally?
Effective PEP prospecting isn’t about volume—it’s about fit. The most successful advisors use PEPs intentionally, identifying employers who value simplicity, protection, and partnership. When positioned correctly, the PEP conversation shifts quickly from “plan mechanics” to long‑term strategy and outcomes.
Strong PEP candidates are:
Growing or operating in mandate‑driven environments
Run lean HR teams and want real administrative relief
Launching a plan for the first time
Looking for a guided, “do‑it‑for‑me” model
Facing audit thresholds or fiduciary scrutiny
+ INFO
+ INFO
+ INFO
+ INFO
+ INFO
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
how do i position it?
/ peps in practice /
Lead With Value. Rally Around Outcomes.
PEPs offer a smarter way to move forward together, built to relieve pressure and drive results. Advisors who understand why clients are moving toward pooled solutions are best positioned to guide the conversation—and lead the movement.
Learn more
Focus on Fiduciary Relief Shift day‑to‑day administrative and oversight responsibilities to a professionally governed structure—so business leaders can breathe easier.
Simplify the Game Plan Cut through vendor and operational noise with one coordinated, streamlined approach.
Lower Risk. Raise Confidence. Stronger compliance oversight helps reduce exposure and brings consistency employers can trust.
Realign on Win-Wins Free advisors to spend more time on employee and employer outcomes, engagement, and long‑term strategy—not plan maintenance.
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
how do i position it? /
the shift is real
/ peps in practice /
The Shift Is Real—and Accelerating
This isn’t a short‑term trend. It’s a signal that employer expectations around efficiency, governance, and value have fundamentally changed.
PEP Driver #1
PEP Driver #2
Complexity vs. Capacity
Cost Pressure
PEP Driver #4
PEP Driver #3
Employee Value & Talent Strategy
Fiduciary Risk
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ proof in the pep
The Rally Works for Advisors, Employers & Savers
Together, advisors and employers are proving that when retirement planning moves collectively, confidence and results rise for everyone involved.
What started as a niche solution is reshaping how retirement plans are delivered—built on collaboration, professional oversight, and scale. With advisors leading the PEP movement, adoption is accelerating, practices are evolving, and conversations are shifting. Employers across industry types are seeing the impact too—clear outcomes; lower costs; simpler administration, greater confidence—and more buy in from employees who see real value.
Sample Pooled Plans in Action
Learn more about PEPs
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
Sample pooled plans in action
/ proof in the pep /
Pooled Plans in Action
Success Story #1
Success Story #2
Growth Through Acquisition Without the Audit Burden
Offloading Administrative Burden for a Growing Business
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ peps vs traditional plans
PEPs vs. Traditional Plans
Choosing the right fit
PEPs replace isolated retirement decision‑making with shared responsibility and expert guidance—bringing scale, professional governance, and simplicity to a system that’s grown increasingly hard to manage independently.
When Traditional 401(k) Plans Can Still Make Sense
You’re not giving up control—you’re gaining support
How Responsibility Is Shared in a PEP
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
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Discover how our Pooled Employer plans simplify retirement & help manage costs.
What makes us different?
The Ascensus Secure Retirement PEP simplifies offering a competitive retirement plan by pooling employers to reduce fiduciary liability and lower costs. By shifting key fiduciary and administrative responsibilities to experienced professionals, employers can reduce internal administrative burden while benefiting from centralized plan oversight. With one plan, one document, and one set of filings, administration is streamlined, the employer workload is lighter–with employees benefiting from institutional pricing and plan design that can support improved savings outcomes.
Rally around the benefits that work for you.
A bundled solution
Flexible plan design
Dedicated support when you need it
Employee first investment line-up
Still have questions? Email us at pooledplanproposals@ascensus.com
This material is for financial professional use only and is not intended for use with plan participants or the general public. For full disclosures, click here..
Join the movement
/ disclosures
This material is for financial professional use only and is not intended for use with plan participants or the general public. Pooled employer plans (PEPs) are subject to applicable regulatory requirements under ERISA and the Internal Revenue Code. Participation in a PEP does not relieve an employer of all fiduciary responsibilities. Newport Group, Inc. (“NGI”), an Ascensus company, is a registered Pooled Plan Provider offering professionally-managed Pooled Employer Plans (“PEPs”). More information regarding Newport’s registration and available plans can be found at www.efast.dol.gov by clicking Form PR Registration Search, entering “Newport” in the Legal Business Name field, and then clicking “search” at the bottom of the page. NGI and its affiliates provide recordkeeping, plan administration, trust and custody, consulting, insurance, and brokerage services. Investment Advisory and fiduciary consulting services are offered through Newport Group Consulting, LLC, (“NGC”) a registered investment advisor and wholly owned subsidiary of NGI. For more information about NGC and its services, please visit www.newportgroup.com or refer to NGC’s Form ADV Part 2, which is available by contact us at 407-333-2905, or by visiting our website. Ascensus, LLC provides administrative and recordkeeping services. It is not a broker-dealer or an investment advisor. Neither Ascensus, LLC nor NGI provide tax, legal, or accounting services. 3397050-RET (05/2026)
FLEXIBLE PLAN DESIGN
Flexible plan design to meet your needs.
We can tailor plan design elements to best support your organization.
A bundled solution
With a PEP, you can breathe easy.
When you join the Ascensus Secure Retirement PEP, you’re able to offload many complex aspects of running a retirement plan to Newport, an Ascensus company, as the PPP―so you can focus on your business. We serve as your:
3(38) Investment Fiduciary
3(16) Administrative Fiduciary
402(a) Named Fiduciary
We are responsible for ensuring required disclosures are distributed to plan participants and beneficiaries and for filing most reports with the government. We maintain required plan information, data, and reports. We also manage and approve all plan distributions.
Newport Group Consulting has discretionary authority over plan investments and is responsible for the selection, monitoring, and management of the plan’s investment menu.
We are the plan administrator. We select and monitor all service providers to the plan other than named fiduciaries or providers hired by you. We also assume discretionary authority for nearly all of the traditional plan sponsor’s responsibilities.
Success Story #2 | Offloading Administrative Burden for a Growing Business
Client Profile: A small-to mid-size business experiencing rapid growth
Outcome
Solution
Challenge
The advisor recommended moving to a PEP to offload day-to-day responsibilities.
As the company scaled, internal HR resources struggled to keep up with retirement plan administration.
The information contained herein is provided only for the intended audience and not for use with or distribution to the general public. This testimonial is provided for illustrative purposes only and does not guarantee future results. Experiences may vary. No compensation was provided for this testimonial.
How Responsibility Is Shared in a PEP
Facts
Facts
Success Story #1 | Growth Through Acquisition Without the Audit Burden
Client Profile: A mid-sized professional services firm acquiring a smaller competitor
Outcome
Solution
Challenge
Their advisor recommended transitioning both entities into a Pooled Employer Plan (PEP) prior to completing the acquisition.
A growing firm was in the process of acquiring another business, which would push total plan participants over the audit threshold.
The information contained herein is provided only for the intended audience and not for use with or distribution to the general public. This testimonial is provided for illustrative purposes only and does not guarantee future results. Experiences may vary. No compensation was provided for this testimonial.
PEP Driver #4 | Employee Value & Talent Strategy
Retirement plans are no longer passive benefits. Employers are using them to:
- Support recruitment and retention
- Demonstrate long‑term commitment to employees
- Increase participation and engagement
By pooling employers together, PEPs deliver more consistent plan design, institutional‑quality investments, and professional oversight—creating a more credible and competitive benefit for today’s workforce.Facts
You’re not giving up control—you’re gaining support
3(16) Handles administrative fiduciary responsibilities The PPP Oversees plan structure, governance, and compliance The advisor Remains the strategic partner guiding outcomes
Facts
PEP Driver #1 | Complexity vs. Capacity
Employers are stretched—and plan admin keeps getting heavier.
- HR teams want fewer vendors and fewer manual processes
- Compliance and coordination continue to expand
- Internal capacity hasn’t grown to match expectations
For many employers, the real question isn’t “Do we want a PEP?” It’s “How much responsibility do we still want to carry?”PEP Driver #2 | Cost pressure
The cost conversation has evolved from price to total efficiency.
- Administrative costs
- Investment oversight
- Governance time and risk
- Internal resources tied up in plan management
By combining scale with centralized administration and fiduciary support, PEPs address multiple immediate cost pressures and may result in meaningfully lower total plan costs than standalone plans.Scale Faster. Compete Less. Protect More.
Scale through built‑in groupsGrow across associations, networks, and platforms—without rebuilding each plan. Win with repeatable solutionsConsistent plan structure and branding accelerate sales. Drive efficiency and margin leveragePooled governance creates scale across your retirement book. Reduce competitive exposurePEPs file a single consolidated Form 5500 at the plan level. Information regarding participating employers may still be publicly available as part of required filings. Protect long‑term advisor valueStronger retention and stickier relationships create a durable moat around your business.
Employee first investment line-up
Our investment lineupputs your employees first.
Unlike other PEPs, we do not have proprietary funds—so our investment lineup was selected for your employees’ benefit, not ours.
Facts
Dedicated Support
The support you need, when you want it.
Whether you are setting up your first retirement plan or converting an existing one, a dedicated team will help you every step of the way. Get up and running quickly with full support. A dedicated relationship manager will be your primary contact to help keep your plan running smoothly.
You also have access to our award-winning, easy-to-use plan sponsor website, which offers quick ways to access plan information:
Expanded Services & Revenue
Plan admin gives way to plan consultingLess time on admin lets you focus on plan design, benchmarking, and governance. Compliance questions shift to participant engagementInstead of fixing issues, you drive education, financial wellness integration, and better overall outcomes. Maintenance conversations evolve into wealth managementOngoing plan support opens the door to strategic financial advice, rollovers, and holistic portfolio management. Prospecting new plans turns into executive and owner planningDeeper relationships lead to NQDC strategies, succession planning, and exit planning.
Advantages for Adopting Employers
Reduce RiskShared fiduciary responsibility helps limit exposure and oversight pressure Less AdminFewer vendors, fewer tasks, and significantly less internal lift Reduce CostsScale can drive cost efficiencies compared to standalone plans Turnkey Setup & Ongoing SupportSimplified implementation with consistent, centralized operations Stronger Advisor EngagementAdvisors spend less time on administration and more time supporting employer and participant needs
Facts
PEP Driver #3 | Fiduciary risk
Fiduciary expectations are rising—and so is risk sensitivity.Employers and advisors are increasingly focused on:
- Stronger governance
- Clear accountability
- Defensible processes and documentation
PEPs enable key fiduciary and administrative functions to be handled by dedicated specialists—while employers retain appropriate oversight. The result is greater confidence, not less control.When Traditional 401(k) Plans Can Still Make Sense
Traditional plans may remain the right fit for organizations with:- Highly customized plan designs
- Complex ownership or compensation structures
- Specialized plan types or unique features
- A strong preference for maintaining full control over all plan decisions