By the end of the calendar year 2017, the discount rate used by companies sponsoring pension plans in the S&P 500 had fallen to the lowest level measured in Goldman Sachs Asset Management’s long-running pension research series; at the same time, sponsors are making large voluntary contributions to take advantage of disappearing tax incentives.
Tag: Plan design
The Wells Fargo/Gallup Investor and Retirement Optimism Index remains at a 17-year high, despite a clear uptick in volatility, with the index at +139 in the first quarter; the firm’s head of retirement dissects the findings for PLANADVISER readers.
In an interview with PLANADVISER, Jerry Ripperger, vice president of consulting at Principal, highlights a new, fee website the firm has rolled out to help advisers and their clients explore the potential benefits of launching employee stock ownership plans as part of a broader ownership transition.
Despite the tremendous progress of the last decade, there remain some “surprisingly different perspectives” among plan sponsors, recordkeepers, and individual participants when it comes to priorities and best practices, according to a new Cerulli report.
The annual report from BlackRock offers quite a deep dive into the large 401(k) plan population; highlighting many well-known retirement industry trends, but also a few that are less well-observed.
Anne Ackerley, head of BlackRock’s defined contribution business, sat down last week with PLANADVISER to offer a sneak peek at the DCIO provider’s latest DC Pulse Survey; the data shows increased confidence among plan participants, while sponsors have emerging decumulation concerns.
The sizable ERISA suit’s third amended compliant explicitly names as a defendant one of the advisory firms supporting NYU’s retirement plans.
Only 31% of Americans are confident they will have saved enough by the time they retire.
The interactive technology enables retirement advisers to demonstrate to plan sponsors how modifications in plan design can impact their employees’ retirement readiness, and the shifting cost of providing the plan for the employer.
T. Rowe Price brings in new head of CEDT Innovation Center; Kestra Financial adds specialists to adviser platform; USI Consulting hires assistant vice president of retirement services; and more.
All employees would have 6% of their income contributed to a workplace retirement plan and have these contributions automatically escalated each year.
An American Century study also found that when offered the option of receiving either a 100% match on 3% of their retirement plan contributions or a 3% higher salary, 77% of pre-retirees chose the match.
While 66% of larger plans use automatic enrollment, only 51% of smaller plans do.
Pavilion developed the quiz to gauge the knowledge of investment committee members and other professionals serving in fiduciary roles on ethics, conflict standards and fees.
If the plan is not already automatically enrolling participants and escalating their deferrals each year, AB says, it should be.