Retirement Plan Investors Eye PIMCO Total Return With Caution

September 30, 2014 (PLANSPONSOR.com) - Outsized redemptions from PIMCO’s $221.6 billion flagship fund are a concern for retirement plan advisers, sponsors and participants.

Any immediate redemptions following Friday’s sudden departure of the fund’s portfolio manager, Bill Gross, will be driven by individual participants, Jeff Holt, an analyst with Morningstar, tells PLANSPONSOR.

The next, possibly more critical pressure on the fund’s assets would be retirement plan sponsors removing the PIMCO Total Return fund from their investment lineups, he says. This is a lengthy process that starts with retirement plan sponsors and their advisers first putting the fund on watch, reviewing it in investment committee, and, if deciding on a change, then issuing a 30-day notice to participants.

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“Realistically, these outflows won’t be apparent until 2015, and they will come at different times as plan sponsors reach their decisions,” Holt says. “Other plan sponsors may give PIMCO a longer leash” and delay a decision to replace the fund until many months from now.

Nonetheless, reviews are inevitable, Holt says: “The PIMCO Total Return Fund is common in most defined contribution [DC] plans—it looks like it represents $100 billion in DC plans—so it is a big piece of the pie, and a lot of participants have exposure.”

Fund reviews triggered by the departure of a prominent portfolio manager happen all of the time, but because Bill Gross was the most famous bond fund manager of the biggest bond fund in the world, the news has put sponsors on alert, says Dan Peluse, director of corporate plan services at Wintrust Wealth Management in Chicago. As a result, some plan sponsors may hasten their review process. “With every investment policy statement, you want discretion over odd circumstances, so some sponsors could probably move out more quickly than they normally would,” he tells PLANSPONSOR.

In the meantime, as far as the data on outflows and the fund’s net asset value since Gross’ departure on Friday, Holt says it is too early to determine a pattern, but Morningstar will be paying close attention to these figures and making them available to advisers, sponsors and participants. Since May of last year, investors have redeemed $68.8 billion from the fund.

No Immediate Decisions

Retirement plan advisers say they will be paying close attention to redemptions from the PIMCO Total Return fund, along with its performance and management—but they will not be making any immediate recommendations to replace it.  “With all but one exception, my clients are cool, calm, collected and rational and not looking to immediately put the fund on watch or alert, “ one adviser tells PLANSPONSOR, speaking on condition of anonymity. “We are standing by PIMCO. Our clients are standing by PIMCO.”

Linda Lubitz Boone, president of Lubitz Financial Group of Miami, issued similar commentary on Gross’ departure to her clients, saying: “We are not going to take a knee-jerk reaction and sell out of this fund, because the underlying bonds in the fund have been selected for a good reason. In the short term, if there are large withdrawals, PIMCO has advised us that due to their current secular and cyclical outlooks, they had raised their liquidity position so the impact on the share price should not be impacted significantly should they have to liquidate to raise cash in an unfriendly environment.”

A call to a PIMCO spokesperson for remarks on the impact of Gross’ departure on retirement plans and participants—as well as the firm’s capability of handling a high volume of redemptions—was not returned by press time. However, Michael Herbst, director of active strategies research at Morningstar, notes in commentary on the firm’s website that “at least a third of the fund’s holdings is in highly liquid securities—before you even account for cash or coupon payments into the fund.” However, Herbst adds, “that situation could change as we start to see flow data.”

Although Morningstar downgraded the Total Return Fund from a five-star gold rating to a four-star bronze rating Monday night, Morningstar notes that the three managers who have replaced Gross on the Total Return fund are well-experienced and have been well-known to the research firm for more than a decade. The new managers had been providing bottom-up analysis for the flagship fund as well as several other of the 26 funds that Gross ran, and also served on the PIMCO investment committee, Herbst says. “This is not a gloom and doom situation for PIMCO by any stretch, but the things we will be watching very closely are flows and personnel departures,” he says.

Lipper Senior Research Analyst Jeff Tjornehoj expects a “whole spectrum of reactions” from plan sponsors, but one thing he does believe is that large redemptions are inevitable. “Bill Gross was so closely associated with management of this portfolio that investors are going to feel inclined to restart the core bond fund search again,” he says. “For plan sponsors, it is more than just performance they are concerned about. They look at management and other personnel moves, and PIMCO has had a lot of those this year. It is going to be a trying time for PIMCO to retain some of those assets, because plan sponsors do care a lot about the structure and management of an investment firm, and if they sense any amount of disorder, that causes the hairs on the back of their necks to rise.”

Already on Watch

Given the management turbulence at PIMCO that led to the departure of the man who co-founded the company in 1971, some advisers had already put the Total Return fund on watch. Another adviser speaking anonymously says, as PIMCO began to replace management and research teams on the star fund manager’s funds in the past year, Gross’ departure “is a situation that we anticipated. We started moving out of PIMCO Total Return” when it became obvious that PIMCO was building a foundation for Gross’ replacement. Additionally, “unstable management was an issue.” And—“the fund was simply too big, and it could not outperform the market because it became the market.”

In commentary to its clients, Ascende Wealth Advisers (AWAI) of Houston said: “For 401(k) plan fiduciaries, this is an important development. AWAI and Ascende’s retirement team have had the entire PIMCO fund family on watch for several months. Going forward, it will be moved to an ‘alert’ status.”

Are Your Employees Ready for Retirement?

September 30, 2014 (PLANSPONSOR.com) - Too often retirement planning is focused only on the investment aspect of a retirement plan, with little attention given to the true long-term goals of participants and how their employers can help them work toward those goals through effective retirement plans.

Helping employees plan for retirement requires more than just having a 401(k) ticking over in a portfolio or moving investments around chasing a higher rate of return. Rather, it should be about the retirement readiness for both participants and their employers.

For plan sponsors, retirement readiness means understanding the current situation of a participant, outlining what retirement will truly look like for them, and then providing the necessary steps for pursuing their long-term financial goals. Retirement readiness needs to help plan participants better understand how they should plan for a confident retirement by setting a personalized target, seeing where the shortfalls are and then taking action on specific steps to work towards financial well-being.

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Employers who help their employees with retirement readiness can potentially help create a more efficient company retirement program, save time and money with plan design and increase employee engagement and loyalty. Plus, there may be additional long-term cost savings on employee benefit programs such as health care by having employees retire on time instead of prolonging their length of employment.

Making it Easier for Participants

Making financial decisions about retirement can be confusing and overwhelming for some participants. Many employees aren’t properly prepared for retirement because they are inundated with too much information regarding retirement tools available in the marketplace. It’s time to simplify retirement.

The industry has spent millions on developing great websites, planning tools and education programs to encourage participation, yet industry statistics say that roughly 70% of workers do not actively login to their online account to view or manage their retirement plans. This information overload may lead to indecision and dissuasion and, as those in the retirement planning industry know all too well, many participants spend more time planning their vacations every year than they do their retirement.

Some employees don’t understand that available retirement programs may potentially be powerful wealth-building and security-enhancing tools. They also may not fully appreciate the significant investment that their employers are making for their personal well-being and the impact this investment can have on their long-term financial goals.

Plan sponsors can help improve the retirement planning process by helping participants be more proactive and spend some time to educate themselves about the resources and investment options offered in their plans. Participants can also meet with retirement plan advisers—often provided by their company or employer—to discuss plans and investment options.

Plan sponsors should consider working with retirement plan specialists who can make it easier for participants by keeping information tailored to their needs, and providing it in ways that are simple to understand and act upon. Retirement plan consultants should be able to provide simple, easy strategies and tools that will help participants prepare for retirement by reducing guesswork and putting their own specialized plan into a clear, simple guidance report that is actionable.

Retirement readiness begins with participants having access to simple-to-use analysis tools that help them determine if they are financially on track for the type of retirement they want. If they aren’t, the tools—together with retirement plan specialists—can recommend key actions they can implement to help create better results for tomorrow. Through individual retirement-readiness analysis, employees are then provided with a personalized retirement plan tailored to their own unique needs.

Plans may include:

  • Personalized retirement wealth targets,
  • Analysis of potential opportunities to seek those targets,
  • Any possible shortfall at retirement, and
  • Specific changes to make in investment allocation or savings contribution to manage any potential retirement shortfall.

 

By using this type of analysis, participants can quickly gain insight into their current financial situation and immediately begin adapting their retirement plans for future success.

Plan Sponsors Gain with Analysis

Companies that provide retirement readiness strategies for their employees often enjoy a distinct advantage. By using analysis tools, they can take a close, hard look at the results of their current retirement plans, map the results to the plan design, aggregate details at the plan level and adjust accordingly to create more effective and successful retirement programs.

By leveraging an overall report based on their employees’ insights, plan sponsors can find plan-specific information on their employees’ engagement in a retirement plan such as the following:

  • Probability analysis,
  • Contribution rate analysis,
  • Employee shortfall or surplus analysis,
  • Projected income and wealth analysis,
  • Investment risk analysis, and
  • Plan factors and assumptions.

 

By gaining this insight from their own retirement programs, employers will improve their chances of reaching their objectives as plan sponsors and fiduciaries. They can drive higher levels of employee engagement within their own workforce and improve retirement plan outcomes, efficiencies and cost savings. Plan sponsors will find their retirement plans become more effective and efficient with retirement readiness.

Going Beyond Investments

Retirement readiness requires genuine care and a customized strategy for both plan participants and sponsors. Not only is it about implementing an investment strategy, it’s about gaining the right knowledge of each and every employee, in order for an employer to maximize their retirement plans. With this insight, human resources departments can work with plan consultants to create an effective retirement plan that combines technology and personal interaction into financial and educational services, and gain maximum participation and effectiveness for a retirement program.

By partnering with experienced retirement plan consultants, HR representatives and CFOs have access to professionals who will take the time to explain and clarify the retirement plan process and help define individual goals for employees.

Retirement readiness is about taking a different planning approach that benefits both the employee and the employer, by gaining personalized insight and then creating a valuable retirement plan that can be tracked and adjusted to add true value to both parties. By preparing participants for their retirement through analysis, one-on-one planning meetings, personal financial reviews and overall clear and concise communication, an employer’s retirement plan may be much more likely to meet an employee’s investment objectives.

 

Larry Deatherage is a principal at Retirement Benefits Group and Registered Representative with, and securities offered through, LPL Financial, Member FINRA/SIPC. Investment advice offered through Retirement Benefits Group, a registered investment adviser and separate entity from LPL Financial.

 

NOTE: This feature is to provide general information only, does not constitute legal advice, and cannot be used or substituted for legal or tax advice. Any opinions of the author(s) do not necessarily reflect the stance of Asset International or its affiliates.

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