A Few Tested Factors Can Explain Most Risks and Returns

The rapid move of big data has created many factor-based investment products, but institutional investors need to focus on only a few.

“In factor-based investing, institutional investors look at the sources of risk and return behind securities’ prices—what are the true drivers of risk and return?” explains Don Robinson, CEO and chief investment officer (CIO) of Palladiem LLC, an investment management firm that serves the adviser community.

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For example, for bonds, factors that may influence return include inflation expectation, short-term insulation based on federal policy, interest rates, interest rate spreads, performance over Treasury yield, credit risk and default risk. Robinson says there are fewer factor-based products for bonds, but he believes the industry will see more.

For equities, Robinson says, factors contributing to risk and returns have been explained by academic research. Factors include value; how a stock is priced today vs. in the next five to 10 years. He says if the stock is very expensive today, it will most likely revert to fair value over 10 years, and vice versa. Additionally, there is momentum, which covers irrational behavior such as investor reaction to news and chasing of performance—this consistently extends 10 to 16 months, then reverts back, he says. Quality is a measure of profitability for companies; more profitable companies generate higher returns. Low volatility is another factor; sometimes an equity has low volatility because it has been neglected. And the size factor is based on the theory that investing in risky smaller companies can pay off.

“Today, because of the rapid move of big data and technology, investors can slice and dice factors,” Robinson says. “There is way too much product and a lot of confusion.”

Matt Peron, managing director of global equity at Northern Trust in Chicago, says, years ago there were many institutional investors who needed help with active management and found that smart beta wasn’t working as they had expected. Northern Trust offered services to review data and found people generally had an expensive index fund because of over-diversification. “If they had 20 active managers, in theory they canceled each other out,” he says. “This led to lots of unintended risks and impure implementation of factor exposure.”

According to Robinson, rigorous application over 45 years has found that value, momentum, quality, low volatility and size will explain more than 95% of performance and risk. “Anything else is just noise; redundant application,” he says.

He notes a common frustration among portfolio managers is that most investors are uneducated about what factors are and how they are managed in a portfolio. “Our charge is to educate,” he says.

Applying Factor-Based Investing

Robinson says some products use a single factor, but the investor has to determine how much to weight that investment and how to manage changes that come over time. He recommends looking at a multi-factor exchange-traded fund (ETF) or strategy that embraces common factors. Plan sponsors should study the prospectus to determine the fund’s methodology.

Peron observes that plan sponsors don’t want to just take five factor managers and slam them together and hope for the best; they have to thoughtfully construct a program. “Start by working backward from objectives: risk tolerance, return, time horizon. Identifying these then allows for development of a factor program and the factor profile you need to be successful,” he says.

With factor investing, plan sponsors are trying to intelligently capture risk factors and be rewarded, Robinson says. He notes they can do that with technology, and should be able to cheaply, though not as cheaply as if buying in the regular market. However, he adds, the industry is seeing many providers reducing fees on smart beta design, which, according to Peron, is similar in design.

“Price is important. Methodology of execution is important. With technology and big data, factor investing can be done a lot cheaper,” Robinson says.

Peron acknowledges current low forecasts for equity returns, but says if plan sponsors consider value, they’ll find a good part of the market trading at seven times or 10 times earnings. “Value is quite cheap in this way,” he says.

According to Robinson, one of the attractive features of factor investing is that the main factors tend to be diversifiers together. For example, value tends to do well in bad conditions as opposed to momentum. However, he warns, investors should not try to time factors, but have some exposure to all factors. “Some are pro-cyclical—quality tends to do well when the market is slowing down, value does better when the market improves or comes out of recession,” he says.

Northern Trust evaluates what it calls the FER—factor efficiency ratio. Specifically, this computes a factor efficiency ratio that measures the percent of active risk coming from desired factor exposure. For example, if an index is value-oriented, how much active risk is coming from the value factor? When comparing multiple value indices, this metric provides an unambiguous interpretation of how efficient each index is at acquiring exposure to a given factor.

“In the coming five years, if returns become more muted, as some are expecting, the extra basis points [bps] that you might be able to achieve using careful factor investing strategies become that much more important,” Peron concludes.

Creating a Successful Open Enrollment Experience

Communications, pushing CDHP enrollment and including retirement plan reminders can help enrollment be successful for both employees and employers.

A successful open enrollment experience not only helps employees by getting them into the right health plan for themselves and their families and helping them improve their retirement savings, but can lead to savings for employers as well.

 

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A tip sheet from Benz Communications cites a study by Aflac that shows 46% of employees take less than 30 minutes to make benefits decisions, and 89% of people choose the same plans as the year before. Benz says employers should suggest that employees block 45 to 60 minutes on their calendar to review benefits materials and an additional 30 minutes to actually complete enrollment.

 

“Research shows just the act of scheduling makes you much more likely to complete a task,” Benz says.

 

Benz also suggests simplifying communications. “Use communications to help workers see their benefits as an extension of their lives so that they can make holistic decisions. To do that, segment your communications to reach employees in various life stages or other demographic slices—for example, those not contributing to their retirement plan, or maxing out their health savings account (HSA). It’ll make your messages—and your plans—feel more personal and relatable,” Benz states.

 

Create a series of benefits tip sheets based on employee demographics. For example: “Benefits for your family,” “Benefits every Millennial needs to use,” “10 Best ways to make your HSA work for you.”

 

Simplifying communications involves breaking down unfamiliar and complex health insurance terms into straightforward concepts and simple equations so employees can see what they’re paying for coverage and why. “The reason people often zero in on per-paycheck costs is because it’s easy to understand. Deductibles and out-of-pocket maximums? Not so much,” Benz says. Give employees basic information to see how their plan choices affect their health and wallet over the long term.

 

Give employees the confidence and freedom to ask any and all questions they may have. Town halls, lunch and learns, benefits fairs—whatever it takes to make sure employees are well informed with accurate and actionable information.

 

Increasing Enrollment in Account-Based Plans

 

Employers are interested in increasing enrollment in consumer-directed health plans (CDHPs) paired with a tax-advantaged savings account in order to promote consumerism among employees and help lower overall health benefit costs.

 

In a webinar, John Young, SVP of Strategy & Consumerism at Alegeus, says the employer is the main factor of whether a program succeeds or fails. “Little changes can make a big difference,” he said.

 

Young says a study by Mercer shows among large employers, 53% are offering HSAs, but only 24% of employees are enrolled. In addition 83% are offering flexible spending accounts (FSAs), but only 32% of employee are enrolled. “There are enormous missed savings on table,” he says. “A study by Aite found only 17% of eligible out-of-pocket spending is flowing through tax-advantaged accounts.”

 

For one thing, employers must be knowledgeable about how CDHPs and tax-advantaged savings accounts work, according to Young. To educate employees, the employer, or whomever is communicating with employees, should know the differences in account types and how best to communicate with employees.

 

Jen Irwin, VP of Marketing at Alegeus, said to start early—two to three months before open enrollment—and communicate often. Communications should start with general education about account features and benefits then move to account comparisons to show which accounts/plan option are right for employees. Communications should also include contribution planning, helping participants decide how much they need to save (in addition to how much to save for long-term expenses); eligibility and spending, answering what employees can spend my funds on; and account tools that show what the employees’ experience will be like.

 

In addition to using multimedia channels to communicate, Irwin suggested employers use positive terms such as consumer-directed instead of high-deductible health plans. “Speak to the value of these plans, give examples and use interactive tools and quizzes to gauge understanding,” she said.

 

Young added that employers should show employees the money; help employees see the tax savings and balance that can be achieved with different savings levels and account investing; and for FSAs, show them how their contribution gives them money tax-free for health care but doesn’t cost them the full contribution amount in take home pay. He adds that the contributions to these accounts come out pre-Social Security unlike defined contribution (DC) plan contributions, and if coupled with investments, there is more potential for tax-free growth.

 

Irwin noted that Alegeus itself had a 90% shift in HSA enrollment due to an adjustment in premiums, adding employer funding to HSAs and FSAs, using an active enrollment process versus passive enrollment, presenting strong executive endorsement, holding mandatory meetings and enhancing communications.

 

Young suggested that employers disrupt their plan designs. Using a benefit-neutral plan design for the CDHP will make it more appealing to employees. By benefit-neutral design he means designing the CDHP so that it is equivalent in value as the traditional or employee’s favorite plan. ”Target out-of-pocket equivalency—if the out-of-pocket maximum is not same as the traditional plan, employee won’t participate,” he said.

 

Young cited a CIGNA study that found when a CDHP plan design is benefit-neutral, the plan will save 14% of benefit costs in the first year; utilization continues to dampen because people become more prudent over time. In addition, he said employer funding of tax-advantaged accounts is critical for driving adoption. Alegeus finds a 35% enrollment without employer contributions and 89% participation when employers contribute.

 

Don’t Forget the Retirement Plan

 

Alight Solutions says open enrollment is a good time to make sure employees understand and are taking advantage of all benefits offered to them, including retirement plan benefits.

 

According to Rob Austin, director of Research at Alight Solutions, few people take time to rebalance their retirement plan investment portfolio, yet experts recommend doing this at least annually. During open enrollment, employers can encourage participants to take time to evaluate whether their DC plan asset allocation aligns to their savings goals.

 

Retirement investing can be complicated and some workers may want professional investment help, Austin notes. More and more employers are offering greater help in the form of professionally managed accounts, and online or phone investment advice. During open enrollment, plan sponsors can remind employees of these options and encourage their use.

 

Open enrollment is also a great time to increase retirement contributions. According to Austin, about one out of every five workers who is saving to their DC plan is missing out on the full employer matching contributions. Remind employees that’s like leaving free money on the table.

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