Shifting Yield Curve Presents Institutional Investing Opportunities

The chief investment officer at Winthrop Capital Management discusses the uptick in short term interest rates and new opportunities within the one-year to five-year part of the curve.

Winthrop Capital Management was founded in 2007 by Greg Hahn, president and chief investment officer.

Recalling the process of launching an independent advisory shop, Hahn tells PLANSPONSOR that his timing probably could have been better, given that Winthrop launched less than a year before the collapse of Lehman Brothers. But after navigating a few tough years for the industry, growth has been strong, and a steady stream of clients have come on board.

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Winthrop offers multiple income-oriented strategies, managing taxable and tax-exempt strategies as well as portfolios customized to meet specific client liabilities or unique circumstances. The firm “builds these portfolios from the bottom up, starting at the security level,” Hahn explains. The portfolios are managed to maximize income and generate strong risk-adjusted returns within the context of the firm’s proprietary macroeconomic and interest rate outlook.

“It has been an interesting time to be focused on the fixed-income side of the portfolio,” Hahn observes. “We are just now, finally, getting back towards what people would generally consider a normal interest rate environment. It’s been some time since we have been in this situation.”

One broad message Hahn has for institutional investors, especially pension plans that are facing a difficult funding picture, is that there is “so much opportunity emerging out there that people are not pursuing as the fixed-income environment evolves.”

“For starters, the flattening of the yield curve is something we are discussing a lot with our institutional clients,” Hahn says. “We have seen an increase in short term interest rates and some widening in the spreads available. For us, as we build fixed-income portfolios, this means we don’t have to go as far out on the curve to capture some of the potential benefit of actively taking on interest rate risk. You can capture the exposures you need while staying within the one-year to five-year part of the curve. This has not been the case for some time.”

Stepping back, Hahn comments that the way fixed-income ideally works in a broader institutional asset allocation is to generate substantial coupon income. And then this coupon cash flow is what allows the investor to respond to shifting rates and reallocate the portfolio over time, capturing greater returns. This is a process that involves a lot of nuance and which deserves a lot of attention—as much as is paid to the equity side of the portfolio.

“For our clients and your readers, while they are sophisticated institutional investors, even they can struggle with all the challenges and opportunities, with the nuance,” Hahn observes. “It has been a while since we have been in this type of an environment, so they may not be thinking about the fixed-income side of the picture as closely or carefully as they should. That can present risks and opportunities.”

Hahn suggests he is “old enough to remember how the market was behaving in the 1980s and 1990s, when you could get 5.5% or 6.5% on the fixed income portfolio, and that was just the coupon.”

Institutional investors, at that point, did not really have to take on significant equity asset risk in order to grow their assets over time and meeting increasing liabilities.

“Today the picture is quite different, though we are slowly seeing rates increase,” Hahn says. “Today you have to use substantially lower fixed-income allocations to achieve the same kind of a reasonable return. Part of the broader challenge is that expected returns on equity assets are being compressed, which means that returns are depressed on the total portfolio.”

This will obviously be a big challenge in the decades ahead for pension funds, endowments, etc. It’s especially tough for pension plans and individual retirement savers given the countercurrent of peoples’ lifespans growing longer and the need to have more money to pay for health care in retirement.

Investment policies and separate accounts

Switching gears, Hahn points out that his firm these days does a lot of work on investment policy statement development. He says this is interesting work given how much it can vary from client to client. The policies his clients adopt range from the most simple to the most complex, depending on the size and maturity of the pension fund or endowment.

“When we start conversations about the investment policy, there is a natural focus on the equity side of the portfolio—clients often assume that is the more complicated part of the portfolio,” Hahn says. “After 2008, I understand why they would feel that way, but there is so much complexity and opportunity that is being overlooked.”

Among the biggest opportunities, Hahn says, is the growing availability of professionally managed separate accounts on the fixed-income side. These accounts allow Winthrop to take a custom tailored active management approach for each client.

“It can be advantageous to use this structure because you don’t run into some of the same liquidity issues that are present in a large pooled vehicle, which has implications for performance,” he says. “There are three areas where we believe active management can outperform dependably, and that is in small cap equity, international equity, and short-duration fixed income.”

This is particularly true in the short-duration fixed income arena, Hahn explains.

“An active manager in short duration fixed income can beat their benchmark pretty consistently,” he suggests. “We work with advisers and consultants to provide separately managed accounts [SMAs] across multiple custodial platforms. Each SMA holds individual securities that are for that specific client alone.”

Employees Want Financial Education and Employers Are Stepping Up

The International Foundation of Employee Benefit Plans found employers are providing education on a variety of topics, but the top five most common topics covered in employer-sponsored financial education programs include retirement plan benefits, pre-retirement financial planning, budgeting, investment management and retiree health care.

According to employers, the number one financial challenge facing employees is credit card and other debt (reported by 70% of employers).

The International Foundation of Employee Benefit Plans’ “Financial Education for Today’s Workforce: 2018 Survey Results” report says other top issues worrying employees are saving for retirement, paying for their children’s education expenses and covering basic living expenses. The survey finds these factors are taking a toll on the workplace in the form of stress (79%), the inability to focus on work (64%), physical health concerns (36%) and absenteeism (34%).

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When asked to rate the financial status of their employees, 40% of employers report their employees as being only a little bit or not at all financially savvy, and 36% of employers say employees are only a little bit or not at all prepared for retirement once they reach retirement age.

More than two in five employers report an increased demand for financial education among employees in the past two years.

Employers are answering the call. The report says 63% of employers currently provide financial education for their workforce, and an additional 19% are considering such education for the future.

Among the employers that offer financial education programs, 24% report they have a financial education budget in 2018, which is significantly higher than the 14% of employers that had such a budget in 2016. An additional 20% of employers are considering adding a financial education budget. More than half of employers with budgets are planning to increase their budget in the next two years. Of employers with a financial education budget, 20% are measuring the return on investment (ROI) of their initiatives, and another 29% are considering measuring ROI in the future.

The most popular education methods used by employers offering financial education include voluntary classes or workshops (90%), free personal consultation services (63%), retirement income calculators (59%), internet links to informational sites (58%), and projected account balance statements and/or pension benefit statements (53%).

The survey found that employers offer financial education on a wide variety of topics, from life insurance and identify theft to student loan debt and end-of-life planning. However, the top five most common topics covered include retirement plan benefits, pre-retirement financial planning, budgeting, investment management and retiree health care.

Employers are making sure their education is impactful to their workforce by taking steps such as:

  • Providing financial education to employees’ spouses (39%);
  • Asking their workforce which areas they are most interested in (35%);
  • Providing education in other languages (30%); and
  • Providing education by generation (25%).

Additionally, employers are beginning to target education for life events; 17% are currently doing this, and 23% are considering doing so. Among employers offering life-event education, the most common events highlighted include approaching retirement, funding an education, getting married, purchasing a home, getting divorced or having a child.

“Employers are stepping up their commitment to providing financial education to their employees,” says Julie Stich, CEBS, associate vice president of content at the International Foundation of Employee Benefit Plans. “More employers are devoting a budget for this type of education. They’re also going the extra mile to assess the concerns and needs of their unique workforce and the type of education that would be effective.”

Of employers offering financial education, 57% report their program is successful—just 6% say their program is unsuccessful. Most commonly, employers are measuring success through increased participant deferral rates in defined contribution (DC) plans, overall participation rates in DC plans, and participation in specific initiatives such as in-house seminars.

Financial Education for Today’s Workforce: 2018 Survey Results contains data from 448 organizations representing corporations, multiemployer trust funds and public employers across the United States and Canada. Data was collected in April 2018.

For more information or to view the entire survey results, visit www.ifebp.org/financialed2018.

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