Franklin Templeton Partners With Insurer Pacific Life on In-Plan Income Option

A longstanding collaboration leads to a defined contribution managed account with an annuity investing option for participants.

Franklin Templeton (Franklin Resources Inc.) and Pacific Life Insurance Co. on Tuesday announced their entrance into the defined contribution lifetime income market through a defined contribution managed account.

The firms’ partnership will see Franklin Templeton’s Goals Optimization Engine advice offering guide participant’s to “determine how much should be allocated” to a deferred fixed-income annuity provided by Pacific Life. The offering is designed for participants to accumulate during their working years a future income stream for their retirement years.

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“Once participants are ready to retire, they will then have the ability to turn that income stream on while receiving draw down advice on the remainder of their portfolio,” the firms wrote in an emailed statement. “This innovative approach to providing lifetime income to DC participants does so in a simple, holistic and personalized way.”

Franklin Templeton and Pacific Life enter an increasingly crowded field of DC retirement income options backed in various forms by direct annuity purchases or the option of annuitizing savings. While a popular topic in the retirement industry, the “pension-like” solutions are still in early stages of development, with firms such as Morningstar and Broadridge have recently developing methods of benchmarking and evaluating how they might work if implemented by plan sponsors.

Franklin Templeton and Pacific Life’s managed account can be set up by plan sponsors either as a participant opt-in or a qualified default investment alternative, according to the firms. It will be set up through a collective investment trust, which can offer lower fees when compared to investments such as mutual funds; the firms did not immediately respond to request for a fee range for the offering.

If participants leave the plan, they will “preserve the guarantees they’ve accumulated,” according to the firms’ email response. The firms also noted that they are using a middleware provider for the annuity that can integrate across multiple recordkeepers if those recordkeepers partner on offering the investment.

“Participants who leave their employer can retain their interest in the in-plan annuity until retirement, sell their investment and roll over to an IRA, or, if they are past [age 59.5], opt to take the annuity with either an immediate or deferred (up to age 73) payout,” the firms wrote.

As of now, Franklin Templeton and Pacific Life have a plan sponsor agreement to offer the solution and are working with that sponsor’s recordkeeper on implementing it, the firms wrote. They are also in conversations with other recordkeepers to start offering the investment on their platforms.

“This is a significant time for retirement income, and [we are] committed to partnering with advisors, consultants, asset managers and recordkeepers to connect plan sponsors with innovative lifetime income solutions,” the firms wrote.

The offering, the firms also noted, is the results of years of collaboration. Pacific Life noted in the announcement that studies it has conducted found 58% of respondents prefer “incremental lifetime income purchases” instead of a larger purchase of an annuity at retirement.

“The design of Income Horizon aligns with this preference for incremental purchases over time,” said Brian Woolfolk, executive vice president and head of institutional business at Pacific Life, in a statement. “When integrated with GOE, [it] creates a simple, holistic, and personalized approach to securing lifetime income in retirement for plan participants. This innovative solution built with Franklin Templeton is a significant advancement over the traditional one-size-fits-all approach.”

Congressional Budget Scoring Practices Incentivize More Rothification

The way Roth-style accounts are reflected in the federal budget mean they will likely continue to drive often-complex retirement plan features.

The congressional budget scoring process incentivizes policymakers to add Roth, or savings of after-tax earnings, provisions to retirement related legislation, experts say. While this may positively affect the federal budget in the short term, it can make retirement policies more complicated and difficult to administer.

The ten-year budget window that is used to “score” the effect a bill will have on federal revenues and expenditures considers traditional contributions to a defined contribution plan as a revenue loss, because of the upfront tax-deferral that is captured in the ten-year window. Roth contributions on the other hand, are considered a revenue raiser in the ten-year window, because Roth contributions are made by individuals on a post-tax basis, even though those contributions (along with any earnings on them) will result in a tax break upon withdrawal in retirement.

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Roth contributions are named for the late Senator William Roth, R-Delaware, who first proposed the idea of after-tax retirement plan contributions, and tax-free withdrawals, in 1989.

Kendra Isaacson, a principal at Mindset and a former staffer with the Senate Committee on Health, Education, Labor and Pensions, explains it this way: “the way Roth is scored is almost a budget gimmick.” She notes that a provision that is technically a tax break is counted as a revenue raiser and, as a result “we end up with things like the Roth catch-up contribution because it raises [federal funding] in the short-term.”

The Roth catch-up provision, found in the SECURE 2.0 Act of 2022, requires catch-up contributions made by participants earning $145,000 or more to do so on a Roth basis. It is perhaps the most infamously complicated provision in the law from an administrative perspective and by all accounts only exists to offset revenue losses found elsewhere in the bill.

According to a Joint Committee on Taxation report from March 2022, the Roth catch-up provision is actually the largest revenue raiser in the law, and would raise an estimated $22.36 billion from fiscal year 2022 through fiscal 2031. The second largest revenue provision is the optional treatment of matching contributions as Roth, which would raise an estimated $12.34 billion over the same time period.

Isaacson warns that Roth treatment can potentially be “a bigger loser [in federal revenues] in the long-term,” and cites young people saving in Roth accounts and withdrawing decades later when the majority of the balance, resulting from asset appreciation, is likely to have never been taxed at all. “We are not accounting for that,” she says.

Mark Iwry, a non-resident senior fellow at the Brookings Institution and former senior adviser to the Secretary of the Treasury, agrees that the budget scoring process creates perverse incentives to insert Roth provisions into legislation. He says that traditional retirement plan contributions “should be scored as a deferral and not a pure loss of revenue.” However, that is not how the scoring process works currently, he notes.

The ten-year window for budget scoring is used because it can become very difficult to estimate the effect a tax policy change will have on the budget farther off into the future, so a relatively shorter time frame is used, Iwry explains.

In the absence of a method that accounts for DC plan contributions in a more nuanced way, legislators will often be tempted with Rothification provisions to “pay for” retirement bills.

In 2025, many key provisions of the 2017 Tax Cuts and Jobs Act expire, meaning that tax provisions are likely to receive more attention from Congress going forward. Further changes to retirement law from a technical corrections bill on SECURE 2.0 or even a SECURE 3.0 would also attract further attention to retirement and tax law.

In all these debates, there will be pressure to find easy “revenue raisers” to “offset” other provisions, and this could include more Rothification.

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