How GPS Benefits Employers

The value of an independent fiduciary

As the Pooled Plan Provider (PPP), GPS acts as the plan’s independent operational fiduciary, giving employers confidence that plan compliance requirements are being prudently governed under ERISA.

By overseeing- not performing- day -to-day plan operations, GPS ensures compliance responsibilities are actively managed without pulling employers into unnecessary complexity.

• Fiduciary due diligence of recordkeepers and TPAs
• Establishment and ongoing maintenance of the Pooled Employer Plan (PEP)
• Continuous monitoring of operational compliance
• Service provider performance, alignment and issue resolution

By absorbing most of the heavy operational compliance oversight lift, GPS allows employers to stay focused on running their business—not managing a retirement plan.

While GPS assumes most operational fiduciary responsibility, ERISA requires certain actions to remain with the employer. These responsibilities are limited, clearly defined, and unavoidable under the law.
Employers retain responsibility for a small number of critical functions:

• Hiring the investment fiduciary and appointing GPS as the Pooled Plan Provider
• Running payroll accurately and timely
• Completing the annual census accurately and timely
• Obtaining an ERISA bond for their liability related to payroll

All other operational fiduciary responsibilities are assumed by GPS—significantly reducing employer risk and work.

"Except For" beats "Only"

Most PEP and retirement plan agreements rely on lengthy “ONLY” clauses that shift risk back to employers through language such as:

GPS takes a different approach.

Our service agreements are built on a simple principle:
Employers should only be responsible for what ERISA requires—nothing more.

Instead of “ONLY” language, GPS uses a narrow and clearly defined “EXCEPT FOR” list. This is a meaningful differentiator—one you won’t find with other PEP agreements.

Our approach ensures that:

• Employers clearly retain only the responsibilities that cannot be delegated
• GPS assumes the maximum operational responsibility allowed under the law
• Service providers are held to clear, documented accountabilities

This is transparency—and accountability—you won’t find in most PEPs.

By partnering with GPS, employers gain:

• Reduced administrative and compliance burden
• Strong, independent oversight of plan compliance requirements
• Clear accountability across all service providers
• Lower fiduciary risk and greater peace of mind
• A governance partner who takes responsibility—not one who returns it

All while preserving the independence of their advisor and the service relationships they trust.