Governmental & Nonprofit Retirement Plans
Non-ERISA 403(b), 403(b)(9) Church Plans, 457(b), 457(f), 457 FICA Alternative, 457 Top Hat, and 401(a) — administered by specialists who understand the rules that apply to public and tax-exempt employers.
TPA Services
What NBS does for your plans
Every Governmental & Nonprofit Retirement plan includes these core administration services — handled end-to-end by NBS.
Plan Design
Custom plan structures for governmental and tax-exempt employer requirements.
Contribution Remittance Services
Processing and remitting employer and employee contributions to investment providers.
Distribution and Payment Transaction Support
Processing of participant distributions, loans, and in-service withdrawals.
SPARK Data Management
Industry-standard data exchange with recordkeepers and investment providers.
Legacy Asset Management
Tracking and administration of legacy plan assets and inactive participant accounts.
Plans We Administer
Governmental & Nonprofit Plan Types
Public and tax-exempt employers operate under a different set of rules than private-sector companies. NBS specializes in the plans that apply to your organization — not just 403(b), but the full suite.
Who we serve
NBS works with a wide range of public and tax-exempt employers — each with their own mix of plan types and compliance requirements.
Public K–12 Schools
School districts administering 403(b) and 457(b) plans for teachers and staff, plus 457(b) FICA Alternative for substitute and part-time employees.
State & Local Government
Government employers offering 457(b) deferred compensation, 457(f) executive arrangements, and 3121 FICA alternatives for PST workers.
Colleges & Universities
Higher education institutions with 403(b) plans for faculty and employees — ERISA and non-ERISA structures, with or without employer match.
Nonprofits & Hospitals
501(c)(3) organizations combining 403(b) base plans with 457(f) executive deferred compensation strategies for key leadership retention.
For-profit employer?
See our Private-Sector Plans — 401(k), Solo(k), Defined Benefit, ESOP, MEP/PEP, and 3(16) Fiduciary Services.
IRS Contribution Limits
Annual limits set by the IRS for tax-advantaged retirement contributions.
Elective Deferral Limit
All eligible employees
Age 50+ Catch-Up Contribution
Employees age 50 and older
Available if your plan permits.
Super Catch-Up Contribution
Employees ages 60–63 (SECURE 2.0)
Available if your plan permits.
Maximum Annual Additions
All contributions combined (employer + employee)
Age 50–59 & 64+
$32,500
Base $24,500 + catch-up $8,000
Ages 60–63 (SECURE 2.0)
$35,750
Base $24,500 + super catch-up $11,250
Combined totals assume your plan permits the applicable catch-up.
Catch-up contributions are plan-optional — your plan document governs which are available. Limits updated annually by the IRS. SECURE 2.0 super catch-up (ages 60–63) continues for 2026. View on IRS.gov →
Key Retirement Dates
Important annual deadlines for plan sponsors and participants.
January
- Jan 1
Plan Year Begins
New plan year starts for all calendar-year retirement plans.
April
- Apr 15
Tax Filing & IRA Contribution Deadline
Individual federal tax return due date (or extension deadline). Also the last day for prior-year IRA contributions.
July
- Jul 31
Form 5500 Filing Deadline
Annual return/report for calendar-year ERISA plans. File Form 5558 by this date to receive a 2.5-month extension.
October
- Oct 15
Extended Form 5500 Deadline
Final deadline for Form 5500 if a 2.5-month extension was filed by July 31.
December
- Dec 31
Plan Year End / RMD Deadline
Last day of the plan year for calendar-year plans. Required minimum distributions (RMDs) must be taken by this date for participants who have reached RMD age.
Dates reflect typical annual deadlines for calendar-year plans. Actual deadlines vary by plan document and filing elections. Consult your tax advisor or plan document for plan-specific due dates.
