Creative Planning Acquires Berno Financial Management

One of the first adviser industry acquisition deals of 2022 underscores the trend of retirement plan-focused firms and wealth management firms joining forces.

Registered investment adviser (RIA) Creative Planning Inc. has announced the acquisition of Berno Financial Management, which has a total of more than $300 million in assets under management (AUM).

Berno was founded by Bruce Berno in 1993 and has helped families and individuals in the greater Cincinnati area, as well as over 20 other states across the country, pursue financial peace of mind. The firm is an independent, fee-only financial planner, offering advice that focuses on the client’s complete financial picture.

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“Bruce has built a great practice and his planning-led, tailored investment approach fits in well with our offering,” says Peter Mallouk, Creative Planning CEO. “Bruce and the entire Berno team will be joining our Cincinnati practice as we continue to expand in this important market.”

The character of this acquisition is in line with broader industry trends of increasing retirement and wealth advisory firm consolidation. Likewise, the early-in-the-year announcement of the deal continues the rapid pace of merger and acquisition (M&A) activity seen in 2021, with experts anticipating accelerating year-over-year dealmaking activity to continue into 2022 and beyond.

While notable, this is not Creative Planning’s first deal. Last November, Lockton and Creative Planning said they would be combining forces, with the goal of creating a “best-in-class advisory offering designed to serve corporate retirement plans and the plans’ participants.” The partnership itself is named “Lockton Retirement Services, an Offering of Creative Planning,” with Lockton taking an equity position in Creative Planning meant to underscore the firms’ “mutual commitment” to “forge an aligned, tangible and differentiated partnership.”

Speaking last year on the Creative Planning and Lockton deal, Dick Darian, CEO of Wise Rhino Group, said the partnership represents a significant milestone in the broader M&A action that has been remaking the plan adviser and recordkeeper industry for some time now. The idea is that, by combining the insurance/brokerage resources of Lockton with the independent wealth management capabilities of Creative Planning, the partnership should be well positioned to compete with the likes of CAPTRUST, Hub International, SageView, OneDigital and other firms, all of which have engaged in meaningful M&A activity.

In its latest update, Fidelity found that RIA M&A activity continued to accelerate as 2021 came to a close. RIA deals during the month of November totaled $42 billion in AUM, and year-to-date, there had been 182 RIA transactions, totaling $304 billion. These figures were up 61% and 78%, respectively, compared with the year-to-date figure for November 2020.

As Fidelity’s analysis shows, large deals are driving much of the activity, with 75 deals registering more than $1 billion during 2021. This is nearly double the number of deals of this size or greater reached in all of 2020.

Increasing Exposures to Private Equity Boosts Retirement Security

EBRI research shows the impacts on participants’ retirement security of replacing TDF equity exposures with private equity allocations for participants who have access to a plan and invest in TDFs. 

Swapping target-date fund (TDF) equity allocations for private equity investments in defined contribution (DC) retirement plans resulted in more participants being able to retire at age 65 without running short of money in retirement, according to new research from the Employee Benefit Research Institute (EBRI). 

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Jack VanDerhei, director of research at EBRI, examined the impacts of replacing TDF equity allocations with 5%, 10% or 15% allocations to private equity in a research paper, “The Impact of Adding Private Equity to 401(k) Plans on Retirement Income Adequacy.”

“We found that every level of private equity modeled resulted in additional 401(k) participants (who are currently ages 35 to 64) being able to retire at age 65 without running short of money in retirement,” the paper states.

EBRI used its Retirement Security Projection Model (RSPM) to estimate that the total retirement deficit for all U.S. households between the ages of 35 and 64 was $3.68 trillion in 2020. The study noted that not every U.S. worker has access to an employer-sponsored DC plan, despite several legislative efforts to increase access, including the Setting Every Community Up for Retirement Enhancement (SECURE) Act of 2019, and the push for additional legislation to build on those policies.

For example, EBRI says, the SECURE Act’s provisions to expand access to employer-sponsored DC plans were estimated to reduce this deficit by $114.9 billion.

But, aside from expanding worker access to DC plans, another approach to improving retirement readiness is to boost expected investment returns. To determine how to improve such returns, EBRI examined the impact on participants’ retirement readiness with greater allocations to better-performing investments and the attendant impact to EBRI’s Retirement Savings Shortfalls (RSS), which calculates the present value of the simulated retirement deficits at retirement age.

“When 15% of the equity in the TDFs is assumed to be replaced with private equity, the RSS reduction varies from 4.8% for the youngest cohort to 2.1% for the oldest cohort,” the paper states. “The RSS reduction varies from 3.2% for the youngest cohort to 1.5% for the oldest cohort when 10% of the equity in the TDFs is assumed to be replaced with private equity, and it varies from 1.8% for the youngest cohort to 0.8% for the oldest cohort when 5% of the equity in the TDFs is assumed to be replaced with private equity.”

EBRI also used its Retirement Readiness Ratings (RRRs) to estimate the effects of changing allocations to participants’ retirement income and peg the probability that a household will not run short of money in retirement.

“For the youngest cohort (those currently ages 35 to 39) who have the longest period to benefit from the change, the RRR increases by 1.3 percentage points,” the paper states. “This differential decreases with age, and those currently ages 50 to 54 are simulated to have RRR increases of 0.6 percentage points.”

The scenario modeled in this paper would only impact some of the current aggregate retirement deficit, since some households will be simulated never to have a 401(k) plan, and even those who do would need to be simulated to invest in a TDF for this scenario to apply.

Last year, the U.S. Department of Labor (DOL) published an Information letter about adding private equity investments as a component of asset allocation funds offered as an investment option for participants in DC plans.

The letter stated that a plan fiduciary would not violate the duties of a fiduciary solely by offering a professionally managed asset allocation fund with a private equity component as a designated investment alternative. The letter did not authorize plan sponsors to make private equity investments available for direct investment on standalone basis.

Despite the favorable stance from DOL under then-President Donald Trump, Serge Boccassini, head of institutional global product and strategy at Northern Trust Asset Servicing in Chicago, previously told PLANSPONSOR that plan sponsors in the U.S. might have concerns about including private investments in DC plan fund menus.

The EBRI research was completed before the DOL, now under President Joe Biden’s administration, issued a supplemental statement last month to clarify the 2020 letter. 

The recent DOL supplemental statement cautioned plan fiduciaries against the perception that private equity is generally appropriate as a component of a designated investment alternative in a typical DC plan, in response to stakeholder concerns.

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