Most Public Pensions Received Insufficient Employer Contributions

An analysis covering the years 2006 through 2014 shows most of the 160 plans studied received insufficient employer contributions to maintain their unfunded liabilities.

For 130 public pension plans with consistently viable data from 2006 through 2014, total unfunded liabilities as reported under Government Accountability Standards Board (GASB) guidelines increased about 150% from about $400 billion in 2006 to approximately $1 trillion in 2014, while total liabilities increased 47%, from about $2.5 trillion to roughly $3.7 trillion, according to a report by the Society of Actuaries (SOA).

Employer contributions for the same 130 plans increased 76%, from about $48 billion in 2006 to roughly $85 billion in 2014. Employee contributions increased 30% during this period, from $28 billion to $37 billion, while payroll and prices both increased 17%.

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In every year studied, most of the 160 plans in the study with enough data to complete analysis for the year received insufficient employer contributions to maintain their unfunded liabilities—they experienced negative amortization. In 2014, 72% of plans experienced negative amortization, up from 65% in 2006.

Many plans with negative amortization contributed at least as much as their target contribution. However, at the peak in 2010, 76% of target contributions entailed negative amortization. By 2014, the percentage fell to 67%, roughly the same level as 2006.

For 2014, 3% of plans showed a funding surplus and 20% of plans received enough employer contributions to fund their shortfall within 30 years without it growing through negative amortization in the meantime.

The study uses data from Public Plans Data (PPD) as of February 3, 2017. PPD includes 160 state and large city public pension plans in the United States that cover roughly 27 million participants, more than 10 million of whom are currently receiving benefits.

In general, public pension plan assets come from only two sources: contributions and investment returns. The study explores in isolation whether employer contributions were effective at paying down unfunded liabilities in any given year, without regard to the many other factors that also affect funded status.

The analysis uses assets and liabilities reported to meet GASB guidelines, primarily because the data are available. Prior to 2014, the reported GASB values reflect a variety of actuarial cost methods, asset methods, discount rates and other actuarial assumptions. Values are consistent across plans only in that they were chosen to represent the plan for financial reporting. For example, the discount rates used to compute liabilities in 2014 ranged from 4.29% to 8.5%; most discount rates fell between 7.5% and 8.0%, with the average discount rate at 7.6%.

Because of the variety of methods and assumptions in use, SOA warns, readers must exercise care when interpreting results. The authors anticipate that post-2014 GASB reporting requirements and additional analysis will enable determining contribution indices more consistently across plans, as well as including market-based liabilities and market-based contribution indices in future studies.

Targeted Communication Key to Boosting Deferral Rates

More than half of participants who were not contributing to their retirement plans enrolled at an average deferral rate of 8% after using a targeted retirement outlook tool, Ascensus finds. 

Most Americans are unsure about how much of their pay they should use to fuel a retirement savings vehicle. Based on research conducted within its own recordkeeping platform, Ascensus found that even though deferral rates continue to steadily increase as people age, the average rate across all generations is “surprisingly low” at 5.5%.

However, certain steps can be taken to address this issue. The firm concludes that targeted communication, education, technology and auto-enrollment together can have a significant impact on motivating participants to increase contribution rates.

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Ascensus found that in 2016, the employees who chose to enroll in their company retirement plan after receiving a targeted communication deferred an average of 6.24% of their pay. And even though their Retirement Outlook Tool found that only 35% of participants were on track to meet their retirement goals, 55% of those who weren’t contributing anything toward their companies’ retirement plans decided to enroll at an average deferral rate of 8% after using the tool.

The Retirement Outlook tool is among a suite of digital offerings that Ascensus and other providers are utilizing to help participants enhance their financial wellness through education and motivation. User-focused technology can also boost enrollment simply by facilitating the process.

Ascensus found that 92% of its clients are now offering digital enrollment, with many employers allowing participants to enroll in their plans in as little as three taps. Not surprisingly, Millennials are driving the increased use of digital and mobile enrollment. According to the firm’s research, Millennials younger than 25 have the lowest average deferral rate of 3.2%. Technology could be a catalyst in reaching this age cohort and influencing them to make better decisions about retirement planning. In fact, recent research by Pentegra suggests many Millennials long for financial education through their employers.

In addition, the firm found the highest participation rates (80%) in plans that utilize both auto-enrollment and auto-escalation. And while some plan sponsors are reluctant to make the most out of auto features due to the potential for employee backlash, research by Ascensus suggests that may not be the case. Of the plans that chose to auto-enroll new hires at 3% to 5%, more than half (63%) stayed enrolled at the default rate. Twenty-six percent chose to increase their savings rates.

“Inside America’s Savings Plan” by Ascensus can be found at Pulse.Ascensus.com

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