Most States Meeting Commitments to Fund Pensions

Despite perceptions that many states have fallen far short of their pension funding requirements, most states have made a reasonable effort to fund their share of pension contributions.

An analysis of the experience of 112 state-sponsored and statewide public pension plans in the U.S. for fiscal years 2001 through 2013 finds most states are meeting their commitments to fund their plans, with only a few conspicuously failing.

The National Association of State Retirement Administrators (NASRA) examined the performance of state governments in meeting the annual required contribution (ARC)—as defined by the Government Accounting Standards Board (GASB)—of their public employee retirement plans. The 112 plans account for more than 80% of all public pension assets and participants.

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The weighted average ARC received was 84.4%; of $779 billion of combined ARC, plans received $657 billion. The average plan received 89.3% of its ARC. All but six states paid at least 75% of their ARC, and all but two states paid at least one-half of their ARC.

NASRA’s study report says New Jersey and Pennsylvania have weighted average ARC experiences that are notably lower than those of other states. New Jersey’s average is 38% and Pennsylvania’s is 41.2%. According to the report, for both states, the chronic underfunding began when required contributions had dropped to very low levels by historical standards, as low as zero for some plans, chiefly as a result of strong investment gains from 1995 to 1999. When required contribution rates rose, chiefly as a result of the 2000-02 market decline, the states experienced great difficulty in restoring the stream of pension funding payments that had previously been in place.

Findings from the analysis showed:

  • Policies (i.e., statutes, constitutional provisions or retirement board requirements) that require payment of the ARC generally produce better pension funding outcomes than polices that do not require payment of the ARC. Some plan sponsors, however, consistently pay their ARC without the requirement. Some have challenged requirements to pay their ARC and underfunded their pension plans.
  • The few states that conspicuously failed to fund their pension plans have a disproportionate effect on the total ARC experience.
  • Failing to make even a good-faith effort to fund the ARC increases future costs of funding the pension.
  • Policy constraints that prevent payment of the ARC can negatively affect the ability of employers to fund the pension plan.

NASRA notes that the onset of new accounting standards for public pensions heralds the end of the ARC (see “Changes Ahead for Public DBs”). Still, public pensions are expected to continue to calculate an actuarially determined annual contribution amount, and new GASB standards will require disclosure of the effort made to fund this amount. “The previous standards resulted in a broad recognition and appreciation for the value of adequately and appropriately calculating and funding an annual public pension contribution,” NASRA says.

‘Integrated’ Well-Being Programs Yield Better Results

A wellness program that has more components and is more integrated with a company’s culture produces higher health benefit cost savings.

‘Integrated’ well-being programs produced more positive results for employers than did traditional wellness programs, according to a study by WorldatWork.

Supporting workers both at the office and beyond can have positive results for an employer in terms of increased productivity, engagement levels and employee satisfaction, as well as positive changes in employee behaviors. This differs from organizations that limit employee well-being to more traditional wellness offerings with the sole purpose of lowering health care costs, WorldatWork says in its survey report, “Total Rewards and Well-Being.”

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A well-being scale was developed based on answers to key questions in the survey. Critical issues considered in the scoring continuum include:

  • Number and types of well-being programs offered—42 points possible, programs considered innovative were allotted additional points over some traditional programs;
  • Eligibility for well-being programs—6 points possible;
  • Organizational strategy when it comes to employee well-being—5 points possible;
  • The culture of well-being within the organization—4 points possible;
  • Balance of programs offered—4 points possible;
  • Organizational support for employees when it comes to defining a strong sense of self or purpose through beliefs, principles, values and ethical judgments—3 points possible;
  • Senior management’s view of well-being—3 points possible;
  • Use of well-being in attraction of new employees—1 point possible;
  • Well-being communication—1 point possible; and
  • Line managers and supervisors authorized to support employees when participating in the well-being programs offered—1 point possible.

The maximum number of points possible is 70. Organizations scoring between 1 and 34 on the continuum are considered to have “traditional wellness” programs, while those scoring between 35 and 70 have “integrated well-being” programs.

The study found employers with integrated well-being programs were more likely to report an extremely positive or positive effect of the program on their health care costs (73%) than were employers with traditional wellness programs. Likewise, employers with integrated well-being programs reported more positive effects from their programs on employee engagement (80% vs. 54% of employers with traditional wellness programs), disability costs (60% vs. 38%), employee satisfaction (77% vs. 68%) and employee turnover (48% vs. 37%).

The survey shows 96% of organizations support employee well-being programs, and nearly three-quarters (74%) report they plan to increase their well-being offerings or activities in the next two years. Eighty-two percent of responding organizations said employee health is a top motivator for offering well-being activities; while 78% of organizations noted curbing employee medical costs was their goal for offering the programs.

The survey report is online here.

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