Investment Product and Service Launches

Vanguard modifies advisory arrangement for Explorer Value Fund; FTSE Russell unveils Green Revenues model; Franklin Templeton Investments introduces LibertyShares strategic beta ETFs; and more.

Vanguard Modifies Advisory Arrangement for Explorer Value Fund

Vanguard announced modifications to the investment advisory arrangements of the Explorer Value Fund.

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Sterling Capital Management LLC will no longer serve as an adviser to the fund, according to the firm, and the portion of the portfolio formerly managed by Sterling (approximately 31% of fund assets) has been equally apportioned to existing managers Frontier Capital Management and Cardinal Capital Management.  

Vanguard Explorer Value Fund is a small- and mid-capitalization value fund, and the investment objective and principal investment strategies of the fund will remain the same. The expense ratio of the fund is not expected to increase as a result of the advisory change, Franklin Templeton notes.

The fund has employed a multi-manager structure since its inception in 2010. Its current managers, Cardinal, headquartered in Greenwich, Connecticut, and Frontier, headquartered in Boston, specialize in small- and mid- cap investing. 

“Vanguard believes the combination of high-caliber investment management teams with differentiated but complementary strategies can reduce portfolio volatility, provide potential for long-term outperformance, and mitigate manager risk,” the firm explains. “The multi-manager approach was first adopted by Vanguard in 1987, and 18 of Vanguard’s actively managed U.S.-domiciled equity funds currently employ this structure.”

For more information, visit www.vanguard.com.

NEXT: Green Revenues Model from FTSE Russell

Green Revenues Model from FTSE Russell

The new Green Revenues model from FTSE Russell “tracks the global transition to a green economy.”

The data model tracks companies that generate green revenues, described by the firm as “a critical component missing from current sustainability models.” Built on the “LCE data model,” the new analytical tool measures the green revenues of 13,400 public companies, representing 98.5% of total global market capitalization. 

Revenues from a broad range of large-, mid- and small-capitalization companies in 48 developed and emerging markets are mapped to 60 new green industrial subsectors, with FTSE Russell assigning each company in the model a low carbon industrial indicator (LOWCII) factor, representing the ratio of its green revenues to its total revenues.

“Existing sustainability models are limited to tracking traditional ESG measures or focus on excluding hydrocarbon producers or heavy CO2 emitters from portfolios,” the firm explains. “FTSE Russell’s Green Revenues framework, based on the LCE data model, allows users to track revenues from goods, products and services that help the world to adapt to, mitigate or remediate the impact of climate change, resource depletion or environmental erosion.”

According to the model, more than 2,400 public companies already generate green revenues from one or more of the 60 green industries. “The model shows large cap companies increasingly involved in the delivery of green goods, products and services,” FTSE Russell finds. “Analysis of the FTSE Global Equity Index Series shows that nearly 7.2% ($2.9 trillion) of the index value is derived from green revenues, compared to 8.3% ($3.5 trillion) from emerging markets.”

More information is at www.ftserussell.com.

NEXT: Franklin Templeton Introduces LibertyShares Business 

Franklin Templeton Introduces LibertyShares Business

Franklin Templeton Investments has launched LibertyShares, a new line of business offering strategic beta exchange traded funds (ETFs).

First up from LibertyShares is the LibertyQ suite of ETFs, which includes “three multi-factor core portfolio funds and one fund that focuses on stocks with high and persistent dividend income.”

According to Franklin Templeton, the new strategic beta ETFs use proprietary LibertyQ indices, “which are unique indices that have employed a research-driven approach in customizing their factor weightings. The multi-factor LibertyQ indices are constructed with four factors—quality, value, momentum and low volatility—which together are designed to pursue lower volatility and higher risk-adjusted returns over the long term versus relevant cap-weighted benchmarks.”

Patrick O'Connor, head of global ETF business for Franklin Templeton, says many of the firm’s clients have embraced the ETF wrapper for its benefits, “including liquidity, tax efficiency and transparency, and now they are looking for more than what a traditional market cap-weighted index can offer.”

The three core multi-factor LibertyQ funds use factor weighting as follows: quality (50%), value (30%), momentum (10%) and low volatility (10%), “seeking to capture desirable, long-term performance attributes.” The three core funds include:

  • Franklin LibertyQ Global Equity ETF – Tracks the LibertyQ Global Equity Index, which offers global equity exposure and seeks to achieve higher risk-adjusted returns than the MSCI ACWI Index.
  • Franklin LibertyQ Emerging Markets ETF – Tracks the LibertyQ Emerging Markets Index, which offers broad emerging markets exposure and seeks to achieve higher risk-adjusted returns than the MSCI Emerging Markets Index.
  • Franklin LibertyQ International Equity Hedged ETF – Tracks the LibertyQ International Equity Hedged Index, which offers international developed markets exposure and seeks to achieve higher risk-adjusted returns than the MSCI EAFE Index.

The index for the Franklin LibertyQ Global Dividend ETF was constructed using proprietary dividend and quality screens, which account for not only long-term dividend sustainability and growth, but also for underlying balance sheet strength.

More information is at www.franklintempleton.com

NEXT: Lazard Asset Management Expands Multi-Asset Offerings

Lazard Asset Management Expands Multi-Asset Offerings

Lazard Asset Management LLC announced the expansion of its multi-asset offerings with the launch of the Lazard Global Dynamic Multi Asset Portfolio.

According to the firm, the fund “marries our macroeconomic insight to our bottom-up security selection across the global capital markets opportunity set to seek strong risk-adjusted returns for our investors.”

“We are focused on constructing a portfolio with the objective of delivering a consistent level of volatility regardless of market environment,” explains Jai Jacob, managing director and portfolio manager/analyst for Lazard. “We put risk management at the center of our approach by targeting volatility to an 8% to 12% band. We feel that this approach helps alleviate drawdown risk, which is one of the major concerns for global investors.”

The Lazard Multi Asset team was formed in 2007 and manages portfolios for clients across the globe, including the Lazard Retirement Global Dynamic Multi Asset Portfolio, which utilizes the same investment strategy as the mew fund. The Lazard Retirement Global Dynamic Multi Asset Portfolio is part of the Lazard Retirement Series family of funds.

For more information, visit www.lazardnet.com

Equity Compensation Can Help with Overall Financial Plans

Whether it is to fill in the retirement savings gap or part of an overall financial strategy, equity compensation plans are attractive to employees.

More than half of equity compensation plan participants plan to use their stock plans for retirement savings, according to ETRADE’s 2016 Corporate Services Annual Participant Survey.

Marc McDonough, vice president of Schwab Stock Plan Services in Denver, Colorado, explains that while defined contribution (DC) plans are the most popular way for employees to save for retirement, savings in those plans is severely limited for executives. Due to statutory limits on DC plan deferrals, “an executive making $250,000 can only put about 7% of compensation in a DC plan,” he says. He notes that Schwab is seeing equity compensation plans being used to save for retirement as well as for philanthropy purposes.

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However, equity compensation plans can also be part of an overall financial plan. Two out of five respondents to the ETRADE survey intend on using executive compensation plans for emergency or rainy-day funds.

Emily Schlosser, SVP, Corporate Services at ETRADE Financial Corporation in New York City, tells PLANSPONSOR communications vary by employer, but ETRADE is seeing a trend in employers encouraging employees to use stock plans for diversification and retirement savings. “We are also being asked to help educate employees about overall financial well-being and we talk about equity compensation plans as a part of employees’ overall financial plan which helps with security in retirement,” she says.

McDonough tells PLANSPONSOR Schwab has teams that meet with executives as well as lower-paid employees who receive equity compensation to help them decide the right strategy for using the plans. Employees can use executive compensation plans to pay for children’s college education or a home—getting that off their plate can help them save for retirement. “You don’t pay for all four years of college at once, so we can help employees make plans for each year mapping out a strategy for cash flow,” he says.

Schlosser notes that the tax structure is very different for equity compensation than for a DC retirement plan. With equity compensation, at the time shares are vested, they are taxed, and when an employee sells shares, they pay a capital gains tax. McDonough says capital gains tax can be very expensive for employees who have held company stock for many years. This is why some choose to use the plans for philanthropic reasons rather than retirement and donate the stock to charities.

NEXT: Participant understanding lacking

Schlosser says ETRADE conducts its survey on an annual basis, so it sees some of the same results over time, but it is always surprising how many respondents lack a general understanding of how equity compensation plans work.

The survey of 40,035 ETRADE stock plan participants conducted in March found two out of five don’t understand vesting, two out of three don’t understand tax implications and just more than half understand how restricted stock works.

“Plan sponsors need to educate and communicate to help employees understand,” Schlosser says. “We have clients that span industries, and plans are very customized and differ by client. Some offer the stock plans only to executives; some offer them to a broad base of employees. There are employees that have very little sense of what they are being given. Plan sponsors should think about education as they are developing and designing their plans, to address the understanding of the participant base.”

McDonough adds, “A lot of plans we work with are looking for education about how equity comp works. Our team works one-on-one with participants to provide education and actionable advice. We explain how pricing works, and what stock movement does to the price. We make sure they have a comprehensive understanding of what they own today, and talk about taxes and cash flow needs.”

Corporations use equity compensation plans to attract and retain the best talent. Whether it is to fill in the retirement savings gap or offer opportunities for overall financial well-being, equity compensation plans are a big driver for attracting executives, McDonough says.

Schlosser says employers need to consider what value they are getting by offering the plans if participants don’t understand them.

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