New Mortality Tables Will Impact Pension Plan Management

July 3, 2014 (PLANSPONSOR.com) - Wilshire Consulting estimates defined benefit pension plan liabilities will increase between 3% and 8% in total for most plans when they move to new Society of Actuaries mortality tables.

In a report, Wilshire notes the impact of the new mortality tables on the liabilities for a particular plan depends on the demographic make-up of the pension plan population.

Wilshire expects that many corporate plan sponsors will use the new mortality tables to calculate their accounting liabilities for the 2014 year-end disclosure. Even though the table is still in exposure draft form, auditors are likely to require the use of these tables for 2014 fiscal year-end disclosures. This will immediately increase reported pension liabilities and therefore decrease reported pension surpluses or increase reported pension deficits on balance sheets. The increase in liabilities will increase pension expense or decrease pension income. For sponsors reporting under U.S. Generally Accepted Accounting Principles (GAAP), the increase in liability will likely be reflected in higher loss amortizations over the expected working lifetime of the plan population. For plans reporting under International Accounting Standards (IAS), the increase in liabilities will likely be reflected immediately in 2014 results. Finally, the increase in pension liability values will increase their duration (i.e. make liabilities more sensitive to interest rate changes).

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When the impact of improved mortality is adopted by the Internal Revenue Service (IRS), the result will be lower funded ratios and higher minimum required contributions.

Wilshire notes many corporate pension plan sponsors have adopted funded ratio based de-risking glide paths. The liability used to calculate the funded ratio is often the Projected Benefit Obligation (PBO) or balance sheet liability. As a result of the mortality assumption change, the funded ratio used to determine the asset allocation will decrease and may indicate that an alternative, most likely higher risk, asset allocation is appropriate.

The report explains that currently, the ending funded ratio for many funded-ratio-based de-risking glide paths is 110% to 115%. The 10% to 15% surplus cushion is to account for when the actual plan experience does not match the assumptions used to value the liabilities, to protect against adverse pension market events, and to account for mortality assumption changes. When the liabilities are calculated using the updated mortality tables, the ending funded ratio can be adjusted down. For many plan sponsors, the current ending point allocation may still be appropriate.

Given a likely reduction in the ending funded ratio for the glide path, the allocations at each trigger point may need to be updated. For many plan sponsors, the existing allocations may still be appropriate, but may simply need to be shifted one trigger point lower (i.e. the current allocation at a 90% funded ratio may now serve as the new allocation at an 85% funded ratio). In any case, sponsors should review their policy to understand the implications and to ensure compliance, Wilshire says. For more about preparing for the effects of the new mortality tables, see “Planning for Mortality Tables Effect on DB Liabilities.”   

As for pension risk transfers, the mortality tables that buy-in and buy-out annuity providers use to price annuity purchase rates are already in-line with the new table. Therefore, Wilshire does not anticipate further increases in annuity premiums due to mortality rate differences in the short term. For large transactions, annuity providers will most likely require a plan specific mortality study to more accurately price the cost of annuitization.

Public Sector More Retirement Confident than Private Sector

July 3, 2014 (PLANSPONSOR.com) - More than two-thirds of state and local public workers polled expressed confidence they would have enough money to live comfortably in retirement.

According to a survey from The Pew Charitable Trusts, 69% of public employees said they were very or somewhat confident they would have enough money to live comfortably in retirement, compared with 55% of Americans surveyed for the Employee Benefit Research Institute’s (EBRI) 2014 Retirement Confidence Survey. Female public employees were less likely than men to express confidence in their retirement situation: 63% of women said they were very or somewhat confident, compared with 77% of men.

Slightly more than half (54%) of state and local public workers said they expected to retire at age 65 or later. Of this group, 25% said they expect to retire at 65, and 29% said they expect to retire after 65. An additional 4% of respondents volunteered that they do not ever expect to fully retire. These results are similar to findings in the EBRI survey.

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State and local employees said retirement plan design affects decisions about when to stop working. Eighty percent said they think some government employees who want to leave their jobs keep working until retirement age so they will not lose retirement benefits, including 60% who said they think this happens a lot. Fifty-six percent said they think some workers retire earlier than they would like in order to maximize retirement benefits, including 31% who think this happens a lot. Overall, 88% of respondents said they think workers either work longer or retire earlier than their preference in order to maximize retirement benefits, including 48% who think both things happen.

Asked to rate the importance of various factors related to a job, 55% of respondents said job security, work-family balance, and health insurance were extremely important. Forty-five percent listed retirement and pension plans as extremely important, and 37% said total annual salary was extremely important.

Fewer younger workers said retirement plans were extremely important. Only 33% of those younger than 30 said retirement plans were extremely important to them, compared with 44% of workers ages 30 to 49 and 51% of those 50 and older.

More than half (55%) of state and local workers said they would prefer a job that offers more generous retirement benefits in exchange for a somewhat lower salary. On the other hand, 41% said they would swap a somewhat higher salary for less-generous retirement benefits.

Thirty-five percent of respondents said their employer’s retirement system needs changes, including 12% who said it needs major changes. Sixty-one percent said they think their employer’s retirement system should be kept as it is. Those with lower confidence in their ability to live comfortably in retirement were more likely to say they would like to see changes. So were women (38%) compared with men (30%).

A large majority of state and local government workers said they were at least somewhat satisfied with their retirement benefits and salary. Eighty-five percent said they were somewhat or very satisfied with the retirement benefits provided by their employer, including 34% who reported being very satisfied. However, one-fifth of state and local workers polled said they did not know what type of retirement plan their employers offer. Women were more likely to say this (23%) compared to men (15%). In addition, workers younger than 50 were more likely to report that they did not know what type of retirement plan they have than were workers 50 or older.

More survey findings and survey methodology can be found here.

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