Administration December 22, 2016

CalPERS to Lower Discount Rate Over Three Years

The goal is a 7% discount rate.
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The California Public Employees’ Retirement System (CalPERS) Board of Administration voted to lower the discount rate from 7.5% to 7% over the next three years. This incremental lowering of the discount rate will give employers more time to prepare for the changes in contribution costs.

The discount rate changes approved by the Board for the next three Fiscal Years (FY) are as follows:

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  •     FY 2017-2018:     7.375%
  •     FY 2018-2019:     7.25%
  •     FY 2019-2020:     7%

In addition, the Board approved separate timelines for implementing the new rate for state, school, and public agencies. The new discount rate for the state would go into effect July 1, 2017. The new discount rate for the school districts and public agencies would take effect July 1, 2018. The difference allows schools and public agencies additional time to plan for rate increases.

Lowering the discount rate, also known as the assumed rate of return, means employers that contract with CalPERS to administer their pension plans will see increases in their normal costs and unfunded actuarial liabilities. Active members hired after January 1, 2013, under the Public Employees’ Pension Reform Act will also see their contribution rates rise. Normal cost is the cost of pension benefits for one year.

The three-year reduction of the discount rate will result in average employer rate increases of about 1% to 3% of normal cost as a percent of payroll for most miscellaneous retirement plans, and a 2% to 5% increase for most safety plans.

Additionally, many CalPERS employers will see a 30% to 40% increase in their current unfunded accrued liability payments. These payments are made to amortize unfunded liabilities over 20 years to bring the fund to a fully funded status over the long-term.

“This was a very difficult decision to make, but it is an important step to ensure the long-term sustainability of the fund,” says Rob Feckner, president of the CalPERS Board of Administration. “We know this will have an impact on the state, schools, and public agencies that partner with us, and we’re committed to making sure the changes are implemented in a phased approach so our employers and affected members have time to plan their budgets responsibly.”

Beginning in 2017, the Board will start reviewing the fund’s asset allocation mix during the next Asset Liability Management process. The process, which includes a review of the discount rate, will conclude in February 2018.

Administration December 22, 2016

Retirement Plan Sponsors Should Focus on Different Demographic Groups

Different retirement plan participant demographic groups face various challenges.
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As different generations continue their concerns in saving for retirement, there’s one other demographic still strapped for knowledge: Women. They are more anxious about their savings than men, and face unique challenges to building retirement income.

A TIAA report finds women work for less years and gain fewer salary increases compared to men. Saving early in their careers can seem tough as well. The TIAA study found that in order for two recent college graduates to secure an equal amount in retirement savings, the male would need to save 10% of his salary, while the woman would have to put away 18% of her pay. Career breaks, whether it be caregiving or raising children; greater life expectancy and higher lifetime health insurance costs all add to the earnings gap and savings shortfall, a potential number of up to 1.3 million dollars.

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To combat these challenges, T. Rowe Price created a short, seven-episode video series on real-life experiences shared by 23 women, as well as advice about how to take back control of finances.

As for different generations, studies show Millennials need a savings rate of 22% in order to accumulate enough for retirement, with a start-date of now, due to lower expected market returns. A NerdWallet analysis reported that if a 25 year old Millennial were to wait until age 35 to save, he or she must put aside an almost impossible 34% ($16,400) annually in order to retire at age 67 with an 80% replacement income, assuming 5% annual returns. With student loans delaying most from saving, as well as 70% of Millennials preferring to travel than save, it’s possible the generation may see a bleak future in retirement.

However, there are evolving technologies and advances that exist to further assist workers in saving. Willis Towers Watson found that 66% of Millennials and Baby Boomers believe mobile apps and tools are either important or very important in managing and tracking the value of retirement savings. Furthermore, 59% of Millennials and 54% of Boomers place higher values on tools to help them track retirement goals.

For Boomers, education is particularly critical, especially since the age group is closing in on retirement each day. Even though members of the WWII generation are known for their hardworking and driven nature, a survey from Indexed Annuity Leadership Council (IALC) found that among Boomers, one in four have saved less than $5,000 for retirement. Pension income won’t cut it either, as the IRI estimated a total of 56 million Boomers will not obtain any income from pensions, and any future retirees will need more than $400,000 to replace the deficit.

Millennials and Boomers aren’t the only generations struggling to save, however. Among defined contribution (DC) plan participants in Generation X, less than four-in-ten believe they will have enough saved for retirement. Competing financial priorities are making Generation X far less confident than other generations that they will be able to make ends meet in retirement.

As all demographics continue their fight in retirement investing and saving, plan sponsors can help with targeted communications and relevant tools.

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