As defined benefit plan sponsors look to de-risk and offload pension liabilities, the selection of annuity providers has come under increased scrutiny in recent lawsuits.

Plan sponsors can consider plan conversions, similar to what IBM has done, hibernation or different investment strategies to reduce risk without transferring it.

The rise in yields in recent years have not boosted the size of the contracts.

Lowering premiums might spur some organizations to consider offering a defined benefit plan, which could be an additional form of income in retirement.

The long-awaited report makes no recommendations for changes.

Business-related degrees are important, but so are data management and soft skills.

Staffers have varying degrees of experience with retirement plans, so providing training and education is vital when managing a benefits team.

With fatigue and exhaustion on the rise among HR leaders, plan sponsors are tasked with managing the stresses that their benefits teams face while also prioritizing the needs of their participants.

Tax-exempt, church and governmental employers have a wide range of considerations when picking what retirement plan, or plans, to offer.

As higher education plan sponsors often work with small benefits staffs and oversee diverse pools of employees, administering a retirement plan tailored to all employees’ needs is a difficult task.

Optional SECURE 2.0 provisions and IRS determination letters can help plan sponsors position their plans to meet participant needs.

Government plans need more guidance from the IRS to address payroll-related complications that affect compliance with parts of SECURE 2.0.

Advertised as a more cost-efficient and less burdensome way for small employers to offer a retirement plan, pooled solutions may not be the perfect solution to the coverage gap.

Representatives from two different companies explain the process by which their firms chose their respective multiple employer retirement solutions.

What do the data say about the role MEPs and PEPs can play in getting more people access to employer-provided retirement accounts?

Defined Contribution Groups—DCGs—offer another option for sponsors seeking to simplify some administrative tasks.

A retirement plan committee should include a diverse range of individuals, as well as frequent fiduciary training and education, experts say.

Where to find education and training, how often to meet and how to confirm members are prepared to serve participants well.

Plan sponsors can find education and training for their retirement plan committees from several sources, but how best to build one and why are separate questions.

The issue of monitoring investments and plan fees is something that often comes up in retirement lawsuits and is therefore an important part of the fiduciary training process.