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TRO: Should Small Plans Follow Suit?
So-called Total Retirement Outsourcing, or TRO, has
also been touted as alleviating some of the administrative
pressure for large plans and perhaps for smaller
plans.
More recently, that approach has also gained traction with
companies entertaining the thought of freezing their
defined benefit plans, as they begin the search for a
provider that can once and for all take the plan’s
administrative weight off their hands (
Freeze Out)
.
However, what is good and practical for larger programs may
not always work as well for mid-size and small plans.
“They (smaller plan sponsors) need more support around plan
designs, around the documents and due diligence,” said
Michael Ziccardi, AIP, VP, Financial Solutions, CBIZ Inc,
and a panelist at the Plan Designs 2006 conference hosted
by
PLANSPONSOR
magazine in Chicago last week. He added that smaller
companies are often targets of acquisitions and mergers, so
their plans run the risk of changing hands more frequently
than larger companies.
Educate or Let Someone Else
The opportunity to educate participants about where they
are putting their retirement savings and how it is being
invested seems a less daunting exercise with a small
plans, as the number of participants that need to be
reached is fewer. However, smaller plans also are often
stretched for the resources to do so.
Ziccardi questioned whether it was even useful to educate
and advise participants about the theory behind
particular investment options. “[Participants] are
uninterested in the ‘why,’ they just want to know how to
invest it. That’s what they are most concerned with,” he
added, with the warning that this might be seen by some
as a fiduciary risk.
Panelist Tony Wiglusz, Director of Finance at
Anderson-Dubse Company, an Ohio-based supplier for
McDonald’s, said that his company must look to someone
else for investment advice for its retirement plans — a
case he makes for getting outside help.
Wiglusz also questioned whether participants should even
be educated about investment options. “The blue collar
workers in our warehouses don’t really want to know what
they are investing in, they just want to feel comfortable
and never have to look at it again.”
“We’ve spent 20 years trying to educate the consumer, but
our society is taught how to spend, not how to save,”
said Matthew Mintzer, Managing Director, Retirement
Services, AllianceBernstein. “We’ve got to get away from
trying to make them professional financial managers,” he
added.
One way to at least give participants an idea of how much
they will have after retirement is to deflate some of the
mystery of DB plan balances by making them more
frequently available, Wiglusz said. He said TRO might
bring that along by having the resources available for
better reporting of balances.
“They can go online to their 401(k) and see what they
have each day, but they can’t find their DB statement
from last year,” Wigulsz said.
style="MARGIN-BOTTOM: 12pt">There has been some
discussion on whether TRO, which was used first by large
plans, could be more costly for small plans to shift their
retirement administration to an outside party.
The argument goes that if small companies hand over their
all of the administration of their defined benefit and
defined contribution plans, TRO providers might be more
willing to bend on the features they provide, which gives a
smaller company the leverage of a higher-dollar client.
Ziccardi said that both large and small plan sponsors are
looking for solutions that require fewer players, which
sometimes runs the risk of removing checks inherent when
several parties have competing roles or interests in the
plan. "You kind of remove the checks and balances" because
clients are looking for more clout with one provider.
Mintzer said that even though smaller companies have not
yet felt the same strong push toward full disclosure as
large companies, the warning is an industry-wide one and
does not foresee the conflict-of-interest inherent in TRO
as a problem.
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