Glide Paths Can Trigger Bad Bond Buying

Accounting for the source of funded ratio increases within defined benefit (DB) plans is critical for preventing imprudent fixed-income purchases, new research shows.

The research, published in a short white paper by Towers Watson, suggests certain static asset-allocation strategies adopted to reduce risk in DB plans through the introduction of liability-hedging assets can trigger inappropriate bond purchases.

Specifically, researchers take issue with allocation glide paths that specify the amount of assets to be placed into liability-hedging investments each time a DB plan’s funded ratio increases beyond a given target—regardless of what actually caused the funded ratio increase.

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For example, every time a pension’s funded ratio improves by 10%, it would trigger a predetermined amount of assets to be moved away from equities and into fixed-income products, which are generally considered less risky and can reduce future funding ratio volatility. 

Under this setup, researchers argue, it is possible for strong equity returns to trigger imprudent bond buying. That’s because this type of allocation is built on the implicit assumption that the increase in the DB plan’s funded ratio would be caused by a rise in interest rates and a subsequent fall in liabilities. This result would suggest increasing exposure to the fixed-income market under a more favorable yield environment, protecting returns while also limiting volatility.

Instead, researchers argue, what DB plans more often see is a spike in funded ratios due to growing plan contributions and stronger return-seeking asset performance. As a result, plan sponsors are in a position where their static glide paths suggest moving into bonds at a time when interest rates may still be historically low, and fixed-income assets are therefore perceived to be trading above fair-value levels.

Researchers argue this all leads to one conclusion: The source of funded ratio improvement matters when it comes to adjusting asset allocations and should be programmed into a more dynamic asset-allocation strategy.

Dynamic asset allocations have two primary benefits from a plan performance perspective, researchers say. The first is to better preserve a favorable funded status once it is attained regardless of whether the source of funded ratio improvement is contributions, equity performance or shifts in interest rates.

The other benefit is the potential to capitalize on yield-curve movements by purchasing bonds at a time when fixed income is more favorably priced. For corporate pension plans, researchers argue this goal is only satisfied when the funded ratio grows as a result of rising corporate bond yields and falling liabilities.

Given that there are two benefits to moving into fixed income when funded ratio improvement is sourced from rising interest rates, researchers argue there is a stronger incentive to add bonds in this case than when funded status improves solely due to contributions or strong equity returns.

Researchers go on to suggest a two-pronged approach to asset allocations, where the speed of asset-allocation movements from equities into bonds depends on why funded status improves. For example, a standard glide path may increase bonds 8% for every funded ratio trigger reached. But a more efficient, dynamic approach would increase bonds by 12% every time the funded ratio improved due to interest rates rising and 4% due to contributions or strong equity performance.

More findings from the research and associated white paper, dubbed “Dynamic Asset Allocation for Defined Benefit Plans / Dynamic Investment Strategy 2.0,” is available here.

Senators Call for Discrimination Test Fix

Two United States senators are calling on the U.S. Treasury to address nondiscrimination challenges facing employers that enact soft freezes on qualified defined benefit (DB) retirement plans.

In an open letter sent to Jacob Lew, Secretary of the Treasury, Senators Rob Portman (R-Ohio) and Benjamin Cardin (D-Maryland) warn nondiscrimination testing requirements designed to ensure retirement benefit parity between higher- and lower-compensated participants can actually hurt retirement readiness figures in certain pension freeze cases. 

In short, a soft pension freeze occurs when a company grandfathers current employees into an existing DB plan in order to minimize disruptions and to prevent employees from having to build savings in a new retirement model mid-career. The company then starts a defined contribution (DC) plan for new hires and proceeds to operate both plans simultaneously.

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The letter points out that nondiscrimination testing required to qualify a DB plan for tax deferred status under the Employee Retirement Income Security Act (ERISA) and the Internal Revenue Code (IRC) makes it difficult for companies to enact soft freezes on pension plans—even though soft freezes can result in better retirement outcomes for employees than simply closing a pension plan outright.

The problem is that, over time, grandfathered employees in the old system typically build seniority and become more highly compensated than younger workers entering the DC plan. This widens the income gap between the two groups and inadvertently increases the likelihood that the DB plan will fail to meet nondiscrimination standards.

Such a split between having mostly higher-compensated employees in a DB plan and mostly lower-paid employees in a DC plan may trigger the nondiscrimination rules even if the level of pension benefits between the two groups is comparable. The senators say this is because current nondiscrimination rules do not allow for adequate comparison between DB and DC benefits in these circumstances.

A company failing nondiscrimination tests risk losing its pension's qualified status, which can in turn result in immediate taxation of employee benefits and, therefore, poorer retirement readiness.

According to the senators’ letter, many companies have felt compelled to instead implement hard pension freezes that completely close DB plans and force all employees into the DC structure. 

“This is clearly not the intended effect of the nondiscrimination rules,” the senators argue, “which were written to strengthen retirement security rather than to force many older employees into new pension plans that may not provide enough time to accumulate sufficient benefits before retirement.”

A copy of the senators’ letter can be read here.

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