Step 4 · Learn
Short lessons keyed to the active plan (your uploaded SPD, or the synthetic sample), ordered by your gap report. Mark each lesson done. Personalization uses age band and role only; FeatureHeld never builds gender tracks.
Optional: pick an age band and role to stub lesson emphasis. FeatureHeld never uses gender for curriculum.
Lessons explain document features. They do not tell you which fund to pick or how to allocate. For that, use the Hand off step.
In this synthetic plan, the employer puts in 100% of the first 3% you defer and 50% of the next 2%. Deferring 5% of pay is how you reach the full match formula on paper. That is a feature fact, not advice to defer any particular rate.
Employer contributions in the demo use a graded clock: 20% at 2 years, stepping to 100% at 6 years. Money you defer yourself is always yours. Vesting answers “when do employer dollars become yours if you leave?”, not which investment to hold.
This demo lists an administrative fee (~$45 / participant / year) and points you to the fee disclosure for investment expense ratios. Knowing where fees are disclosed is plan literacy. Choosing the “cheapest” fund is advice territory, out of scope here.
Auto-enrollment in this synthetic plan starts you at a 3% deferral into the plan’s default target-date style option. That is what the document says happens by default. FeatureHeld does not recommend staying in or leaving that default investment.
Demo rule: eligible after 30 days of service, with entry on the next monthly entry date. Eligibility often gates when match can start, worth knowing before you assume you are “in.”