Institutional Investors Poised to Increase Global Allocations

Given relatively expensive domestic equity market valuations and historically low developed market interest rates, institutional investors are increasingly looking for return outside the United States.

A new analysis from Cerulli Associates finds equity markets have rallied since the recent financial crisis, helped in part by quantitative easing and monetary policy actions by central banks worldwide.

Asset prices have responded and risen significantly across many markets, Cerulli says. Consequently, expected returns across domestic asset classes appear to be low, given relatively expensive equity market valuations and historically low developed market interest rates. In response, Cerulli finds advisers and investment consultants are looking globally over the next one to two years for most investor types, including retirement plans. 

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Cerulli suggests emerging and frontier markets are among the least efficient markets and are built around the most dynamic and fastest-growing economies worldwide. This presents a strong opportunity for investors in both fixed-income and equity markets, Cerulli says. As such, institutions are including these assets in their portfolios as a source of growth, income, and diversification. 

According to Cerulli, strong anticipated growth in these regions is supported by favorable demographics of an emergent middle class that should drive demand for consumer goods. As these economies develop to be more similar to western cultures, Cerulli expects a move away from export dependence towards a consumer market will likely occur.

Cerulli expects fund providers and advisers to work to step up corporate defined benefit (DB) pension allocations to less efficient non-U.S. fixed-income markets, including emerging markets. More than half (56%) said they anticipate boosting allocations to international fixed-income positions. Furthermore, while 38% of consultants expect to increase corporate DB plans’ emerging market equity and debt allocations, exactly one-quarter will likely decrease emerging market equity exposure, and 13% plan to decrease emerging market debt allocations, Cerulli says.

On the public DB side, consultants expect a similar plan to ratchet up allocations to emerging market debt and equity, especially as DB pensions continue to struggle to achieve actuarial returns between 7.5% and 8%. 

Over the next one to two years, 53% of investment consultants said they are likely to increase public DB plans’ exposure to emerging market equities, and 60% expect to boost allocation to emerging market debt. The trend toward increased global portfolio allocations also held true for consultants’ Taft-Hartley clients, Cerulli says. 

Overall, half of investment consultant respondents (50%) indicated that they plan on boosting their clients’ exposure to emerging market debt, and 42% said they anticipate increasing their clients’ international fixed-income allocations.

As predicted, Cerulli says asset allocations and average anticipated shifts vary across client segments based on their divergent needs and objectives. Moreover, within each client type, investors are not the same. For example, while some pensions are looking to immunize their portfolios, others are looking to increase their funding ratios.

Information on how to obtain Cerulli research reports is available here.

Proposed Bill Aims to Encourage Retirement Plan Offerings

A U.S. Congressman has introduced a bill to encourage small businesses to offer retirement plans for employees.

U.S. Representative Ron Kind (D-Wisconsin) has introduced the Small Businesses Add Value for Employees (SAVE) Act of 2014.

Kind says the bill, co-sponsored by U.S. Representative Dave Reichert (R-Washington), would improve existing SIMPLE IRA and SIMPLE 401(k) retirement plans to make it easier for small businesses to offer savings plans to their employees.

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The bill would amend Internal Revenue Code provisions relating to employer-established savings incentive match plans for employees (SIMPLEs) to (1) repeal certain restrictions on rollovers from SIMPLE IRAs; (2) allow employers to elect to terminate qualified salary reduction arrangements at any time during the year; (3) repeal the enhanced 25% penalty on premature withdrawals made from SIMPLE IRAs within the first two plan years; and (4) allow additional non-elective employer contributions to SIMPLE IRAs.

The bill would also establish automatic deferral IRAs, increase the tax credit for small employer pension plan startup costs, and establish multiple small employer retirement plans that provide for automatic employee contributions.

The automatic deferral IRAs would require a minimum 3% deferral, allowed to be increased automatically by 1% each year, up to 15% of an employee’s salary. If participants did not make investment elections, the contributions would be “invested as provided in regulations prescribed pursuant to subparagraph (A) of section 404(c)(5) of the Employee Retirement Income Security Act of 1974,” the bill says.

The bill includes a modification of the current automatic enrollment safe harbor, which would increase the default deferral percent to 4% instead of 3% and allow automatic escalation of deferrals by 1% each year up to 15% of compensation, instead of 10% of compensation.

In addition, a new “secure deferral arrangement” is introduced to allow employers to automatically meet nondiscrimination requirements. The arrangement calls for automatic enrollment at a 6% deferral rate, to be increased by 2% in year two and 2% in year three for a maximum of 10%. Employer matching contributions are required at a rate of 100% of the first 1% of deferrals, 50% of deferrals greater than 1% up to 6% of salary, and 25% of deferrals greater than 6% up to 10% of salary. Employers receive a tax credit for matching contributions up to 2% of an employee’s salary for the first five years the employee participates in the arrangement.

The bill also allows a transfer of unused balances in flexible spending arrangements to a qualified retirement or eligible deferred compensation plan, requires the Office of Financial Education of the Department of the Treasury to develop and implement an outreach plan to educate small businesses about the types and benefits of available retirement plans, and requires the Secretaries of the Treasury and Labor to develop recommendations for small businesses to improve retirement outcomes.

There are also provisions that would encourage multiple employer pension plans for employers that do not share a common interest.

Full text of the bill can be viewed here.

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