Verdara PPP LLC (“Verdara”) is also registered with the U.S. Securities and Exchange Commission (“SEC”) as a Registered Investment Adviser and operates in accordance with the Investment Advisers Act of 1940, as amended. Registration with the SEC does not imply a certain level of skill or training.

Everything on this website is provided for informational and educational purposes only. Nothing contained herein constitutes investment advice, legal advice, tax advice, or a recommendation regarding any specific investment, strategy, or course of action, nor does it constitute an offer to sell or a solicitation of an offer to buy any securities.

Any investment management services related to Pooled Employer Plans (“PEPs”) operated by Verdara in its capacity as a Pooled Plan Provider (“PPP”) are provided at the plan level and not at the individual participant or adopting employer level. Verdara PPP LLC contracts directly with a qualified investment manager that has accepted discretionary authority as an ERISA Section 3(38) investment manager on behalf of adopting employers. The 3(38) investment manager is responsible for the selection, monitoring, and replacement of the investments made available in the plan’s investment lineup.

Illustrative, hypothetical, and conceptual information presented herein is provided solely for discussion purposes and does not represent actual plan outcomes or a promise of future benefits. References to guaranteed income, lifetime income, or guaranteed lifetime income relate to insurance-backed products, such as a fixed index annuity or similar product, that may include an optional Guaranteed Lifetime Withdrawal Benefit (“GLWB”). All guarantees are subject to the claims-paying ability of the issuing insurance company.

Pooled Employer Plans are not pension plans. Verdara’s Guaranteed Lifetime Income Path is a hypothetical framework that assumes an adopting employer (such as a charter school) elects to utilize a Qualified Default Investment Alternative (“QDIA”) that transitions participants, over time, from a target date fund to a managed account solution. Such a solution may include allocations to an insurance-backed annuity product (or similar product) based on an individual participant’s financial profile, retirement objectives, and demonstrated need for future income. Actual plan design, participant experience, and outcomes may differ materially from any hypothetical illustration.

Past performance is not indicative of future results. All investing involves risk, including the potential loss of principal. The suitability of any investment strategy depends on multiple factors, including plan design, objectives, and the circumstances of adopting employers and participants.

Additional information about Verdara PPP LLC, including its services, fees, and potential conflicts of interest, is available in Verdara’s Form ADV, which may be obtained upon request or accessed through the SEC’s Investment Adviser Public Disclosure website.

1. Verdara PPP LLC, a wholly owned subsidiary of Verdara Corp., will be the pooled plan provider of Verdara Charter Alliance 401(k) PEP and Verdara Charter Alliance 403(b) PEP when they are available starting January 2026.
2. Verdara review and analysis of state laws, annual financial reports of public charter schools, public retirement system financial reports and lists of employers.
3.Equable Institute survey of 2,052 traditional public school and 992 public charter school educators, March 1, 2025 to April 21, 2025.
4.While Verdara's pooled employer plans seek to leverage economies of scale to reduce costs, no guarantee can be made that your school's net fees will be lower than under your existing plan. Actual cost-savings will vary depending on plan-specific variables, including such factors as the number of employees covered by the plan, total plan assets, contribution levels, the specific investment options selected by your employees, and any initial transition or implementation costs.
5. Participation in any lifetime-income investment option under the PEPs by any participant is optional. Income payments under those options — and any guarantees associated with them — depend on the terms of the underlying insurance or annuity contract (currently provided via a third-party, insurance-backed product) and therefore subject to the paying ability of the insurer..
6. As a participating employer under a PEP, you would retain fiduciary responsibilities under ERISA, including the duty to prudently select and monitor the pooled plan provider (e.g., Verdara).
7. Verdara Charter Alliance pooled plans are 401(k) and 403(b) defined contribution plans and therefore do not create future funding liabilities for employers. Employer contributions are required and are set by each employer at the time the plan is adopted. Any guaranteed retirement income is backed by the claims-paying ability of third-party insurance carriers.
8. Before deciding to adopt a Verdara Charter Alliance PEP, you should compare your existing plan's fees, structure, investment options, participant demographics and potential transition or exit costs with those under our PEPs, using your plan documents.
9. There still is a Form 5500 to file for the pooled employer plan, but Verdara handles compiling the details, signing off on the accuracy, and submitting. There still is a plan audit that might require some information shared from employers, but Verdara handles the costs and coordination of the plan audit.
10. We utilize industry experts to manage your account based on your individual needs and goals, monitor growth through the early years of your career, and transition to guaranteed income options as you get closer to retirement.

1. Verdara PPP LLC, a wholly owned subsidiary of Verdara Corp., is the pooled plan provider of Verdara Charter Alliance 401(k) PEP and Verdara Charter Alliance 403(b).
2. While Verdara's pooled employer plans seek to leverage economies of scale to reduce costs, no guarantee can be made that your organization's net fees will be lower than under your existing plan. Actual cost-savings will vary depending on plan-specific variables, including such factors as the number of employees covered by the plan, total plan assets, contribution levels, the specific investment options selected by your employees, and any initial transition or implementation costs.
3. Participation in any lifetime-income investment option under the PEPs by any participant is optional. Income payments under those options — and any guarantees associated with them — depend on the terms of the underlying insurance or annuity contract (currently provided via a third-party, insurance-backed product).
4. As a participating employer under a PEP, you would retain fiduciary responsibilities under ERISA, including the duty to prudently select and monitor the pooled plan provider (e.g., Verdara).
5. Verdara’s pooled plans are 401(k) and 403(b) defined contribution plans and therefore do not create future funding liabilities for employers. Employer contributions are required and are set by each employer at the time the plan is adopted. Any guaranteed retirement income is backed by the claims-paying ability of third-party insurance carriers.
6. Before deciding to adopt a Verdara PEP, you should compare your existing plan's fees, structure, investment options, participant demographics and potential transition or exit costs with those under our PEPs, using your plan documents.
7. There still is a Form 5500 to file for the pooled employer plan, but Verdara handles compiling the details, signing off on the accuracy, and submitting. There still is a plan audit that might require some information shared from employers, but Verdara handles the costs and coordination of the plan audit.
8. We utilize industry experts to manage your account based on your individual needs and goals, monitor growth through the early years of your career, and transition to guaranteed income options as you get closer to retirement.