If you’ve been following along with our Top-Performing Plan blog series, or you viewed our three-part webinar series, you know that we believe that it’s essential for the retirement planning industry to hold itself to objective performance standards. They’re essential to help you, the fiduciary, understand exactly how your plan is performing.
As a fiduciary, you want confidence that you’re providing your employees with a good retirement plan. And, we know that a good plan is a top performing plan wherein 1) the investments outperform, 2) the plan fees are low, and 3) the employees are better prepared for retirement.
The increased number of 401(k) lawsuits over the past several years has shaken fiduciary confidence. Most of the litigation involves claims of excessive plan fees. However, a fiduciary can keep their confidence steady by ensuring they’re providing a top-performing plan. As a reminder, a top-performing plan is one where:
John Wooden once said “Don’t mistake activity with achievement.” Sadly, in the retirement plan industry, activity-based metrics have been the norm for measuring a plan’s success. Don’t be fooled, activity-based metrics don’t equal plan performance achievement. The actual performance of the plan is critical to having confidence you’re providing a good plan for your employees. Confidence can be attained by knowing you have a top-performing plan.
As a fiduciary, what you want most is confidence that you’re providing your employees with a good retirement plan. And, we know that a good plan is a top-performing plan. Makes sense. But many fiduciaries have no idea whether their retirement plan is a top-performing plan! Clearly, there’s a problem.
As a fiduciary overseeing an employer-sponsored retirement plan, what do you want? Protection? Good customer service from your vendors? An easy-to-navigate retirement plan website? Education for your employees?
In 1978, Defined Contribution (DC) plans were first introduced. Unlike Defined Benefit (DB) plans, participants were given the freedom to choose a savings rate and their own asset allocation. However, participants also became wholly responsible for the risk of the investments and saving enough for retirement (i.e. making sure they don’t outlive their savings). Unfortunately, most plan participants were unequipped to make these decisions on their own. Continue reading
Equity markets sold off in dramatic fashion beginning Thursday, August 20th. The Dow Jones Industrial Average (Dow) lost about 1,000 points in two days to end the week. It didn’t get better over the weekend as on Monday August 24th the Dow was down over 1,000 points in early trading. While the largest single day drop in the Dow occurred on October 19, 1987 (-22.6%), the past three trading days rank as some of the most volatile in market history. We believe the magnitude and speed of the selloff is due to structural weakness in the global economy ignited by China, as well as ineffective central bank policies of near-zero interest rates intended to stimulate growth. This has led to higher asset prices that may not accurately reflect valuations of current equity securities. Continue reading
Why you need a benchmark
A common question from plan sponsors is “why do I need a benchmark?” Let’s answer this with an example. Let’s assume an investment in the small growth asset class returns 7 percent over the past 12 months. Most plan sponsors would consider a 7 percent return good. However, if the asset class small growth returned 10 percent then the investment does not look so good. It is important for plan sponsors to have a benchmark because without one they are only relying on absolute returns which can be deceptive. Continue reading
In the blog post Medicare: A Component of Retirement Planning we highlighted Medicare eligibility, the components of Medicare coverage, and touched briefly on Medigap. This post provides additional considerations to Medigap while also delving into long-term care.
In addition to regular healthcare, everyone runs the risk of needing some type of long-term care at some point in their lives. And it’s an expensive proposition; in 2010, a semi-private nursing home room cost $70,000 annually on average (Survey). Continue reading