Should Government Pension Valuations Follow Corporate Pensions' Path?

May 1, 2008 (PLANSPONSOR.com) - While some believe public pension plans should continue their current actuarial methods for calculating liabilities and funding, others argue that the current methods do not give a true picture of a plan's financial status as market-based calculations would.

Andrew D. Wozniak, CFA, ASA, Director of Research and Analysis with BNY Mellon Pension Services, and Peter S. Austin, Executive Director of BNY Mellon Pension Services, explained in a report issued by BNY Mellon that “many financial economists believe that public pension plan liabilities should be valued the same way financial markets value the debt of governments.” These critics of the current actuarial methods of public pension funds believe the use of a discount rate, asset smoothing, and varied cost methods – actuarial methods eliminated in the valuation of private pension plans by recent regulations  – understates public funds’ liabilities, distort real asset and liability values, and make comparisons with other plans challenging.

However, advocates of the current system point out that unlike corporations, governments exist permanently, do not have the threat of bankruptcy, and have an unlimited ability to tax or print money to fund obligations, according to the report. These advocates claim market-based valuations are irrelevant and would be challenging or misleading because:

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  • Certain actuarial cost methods do not define and accrued liability,
  • Estimated future benefit payments are not known with certainty due to uncertainty of actuarial assumptions (e.g. mortality, future salary increases, future cost of living increases, and withdrawal and retirement assumptions), and
  • A lack of matching assets for a pension commitment, such as a 50-year inflation-indexed bond.

Advocates of the current public pension valuation methods warn that the disclosure of a market-based liability could result in unfavorable changes in the public plan landscape as has been experienced in the private defined benefit plan world. Stakeholders could notice a 20% – 40% increase in liability values, leading to reports of serious funding deficiencies, leading policy-makers to freeze benefits or switch to defined contribution plans, and ultimately leading to a less secure retirement for public employees, the report said.

Wozniak and Austin suggest a compromise between the old valuation methods and those similar to what private pension plans are moving to. In their scenario, assets would be reflected at market value as of a valuation date, a uniform actuarial cost method would be used for every public pension plan, and two liability measures would be used: market liability and ongoing liability.

The report authors say that the traditional valuations based on an actuary’s best guess should be replaced with an annual probabilistic valuation looking at a range of possibilities and their likelihood. In the authors’ suggested scenario policy-makers would specify in advance what ongoing and market funding ratio thresholds would be required to increase benefits, and governments would reflect the market values of assets and liabilities on their balance sheet.

Finally, Wozniak and Austin warn that a change in valuation methods would require governments to educate the media and stakeholders that lower funded status ratios do not necessarily indicate a plan is in trouble and to emphasize a plan’s ongoing funding.

The report, U.S. Public Pensions At a Crossroad: Which Way Forward?, is here .

Employers Lax in Managing Flexible Work Programs

April 30, 2008 (PLANSPONSOR.com) - Employers are embracing flexible work arrangements as a way to meet the needs of a diverse workforce, but most have not structured their programs to maximize the benefits, Hewitt Associates found.

Eighty-eight percent of U.S. employers provide some sort of flexible work arrangement to their employers, up from 77% in 1998, according to a Hewitt announcement. Of the companies who offer flexible work arrangements, almost all (98%) said the benefits of workforce programs match or outweigh the costs associated with implementing them.

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Two-thirds of survey respondents that offer flexible work arrangements said the programs increased employee engagement, and 64% said they improved employee retention. Another 49% cited enhanced recruitment results.

However, Hewitt found very few employers have formal policies and consistent procedures in place to manage their workforce programs. Just more than one quarter (27%) indicated they have companywide, formal written policies, only one-third have a formal employee application process.

According to the survey, 39% of companies have policies or guidelines that vary by location, business unit, department, or job class, and 31% offer flexibility at the discretion of individual managers. Programs offered also vary by type of arrangement: the majority of companies offer programs on an ad hoc basis, with job sharing (46%), telecommuting (39%), and flextime (31%) being the most prevalent. Part-time work is the most likely program to be offered on a company-wide basis (36%).

Hewitt found most companies do not effectively communicate their flexible work arrangement programs to managers or employees. Less than half (48%) of the companies participating in Hewitt's survey provide education and communication about their workplace flexibility programs to all employees. While 31% said they wanted to limit use of their flexible work arrangement programs, either because their company culture has not yet fully embraced widespread use of them or because they are concerned with the logistics of having too many employees using the program, 69% said they do not provide broad communication so programs can be offered at manager discretion.

However, only 39% of companies indicated that managers understand their flexible work arrangements, and less than half (42%) said they are confident in their managers' ability to manage employees who use them. Most (61%) do not provide training on how to administer these arrangements.

The majority (71%) of companies who offer flexible work arrangements do not measure the effectiveness of these programs , and just 14% measure results formally. Of those that do measure their programs, nearly three-quarters (73%) measure success through employee engagement, more than two-thirds (69%) through employee retention, and half measure success through productivity.

"Flexible work arrangements have become increasingly popular programs among employers because they are both highly valued by employees and relatively inexpensive for employers to implement. But these programs can also be terribly complex to design, manage and measure. Companies with consistent and formal policies, strong education and communication, and ongoing measurement strategies in place will truly succeed in maximizing the return on their investment-both in terms of costs and employee engagement," said Carol Sladek, principal in Hewitt's Work-Life practice, in the news announcement.

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