Recent interviews with product development executives at Putnam and Charles Schwab show the aggressive steps brand name providers are taking to keep their edge in a highly competitive and unforgiving marketplace.
High-level averages are often used to talk about the retirement readiness of a given defined contribution plan population, but the numbers can be misleading when it comes to assessing real outcomes for individual employees.
A look back at how Fidelity will charge new plan sponsor clients on its platform who choose Vanguard products makes visible the hard-nosed competition that defines the retirement plan recordkeeping and brokerage industries.
As recently as mid-2016 it was common to hear advisers describe significant market volatility as the new normal, but since then the global equity markets have been remarkably stable and generous; so it makes some sense, experts agree, that investors are feeling jittery as volatility returns to the fore.
When working with Millennials, Generation Xers or Baby Boomers, it is crucial for advisers and sponsors to reach them with targeted communications; however, there are also some fundamentals that apply across all generations.
“It is so important to partner with providers to take some things off plan sponsors’ desks,” says Melissa Musial, marketing research and data manager, retirement services, at OneAmerica.
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Vanguard’s lead actuary for the OCIO pension support business sounds a clear note of caution about attempting to “beat the rush” into long corporate bonds that could come along with a sharp rise in rates; Northern Trust experts explain how ultra-short duration funds can benefit DB plans today.
Recent criticism of public pensions’ sizable push into ESG investing echoes valid concerns voiced in the past—but the ecosystem of environmental, social and governance investing has matured in ways that remain unacknowledged by some critics.
Education about how much income is needed, what expenses to expect and how to create an income stream are important, retirement industry experts say.
From what participants want, to retirement plan trends and what other plan sponsors are doing, data and research can be used to help retirement plan sponsor clients decide what is right for their own plans.
But they do so cautiously, setting limits on the amount of the assets that can be adjusted, and some doing so only once a year.
Benefits consultants play a helpful role in guiding employers through decisions involving the offering of voluntary and health benefits: Why offer benefits? Who pays? How do you educate employees?
Managed accounts offers unique personalization catered to a participant’s needs, but are the possible fiduciary mishaps worth implementing the product?
Waiting until a plan sponsor sees that employees are not retiring on time is too late to manage the pipeline of talent, and having employees unexpectedly retire early can cause disruption to business units or divisions and to talent transitions.
Two retirement industry thought leaders reflect on the year that was; both agree there is a tremendous opportunity to drive positive change in 2018; might a “new” Pension Protection Act be on the horizon?