In this age of ‘big data,’ sponsors have the analytic tools at hand to make more informed decisions.
In my last column (“Taking Responsibility,” PLANSPONSOR, July/August 2017), I wrote about the challenges our industry faces when narratives take hold that aren’t entirely true. My focus in that...
Everything we do today can be measured. For instance, I’m able to count the steps I take each day toward my fitness goal. But more importantly, I can take...
Concerns about ensuring lifetime retirement income for employees have increased substantially over the years. We asked NewsDash readers, “Do you own an annuity, and do you think individuals can...
Spotlighting industry data from PLANSPONSOR’s proprietary research
There has been growing industry discussion about flows in and out of retirement plans and how the impending retirement of Baby Boomers will drain dollars from defined contribution (DC)...
The current role of strategic vs. tactical asset allocation in target-date funds.
Summaries of the latest news from Washington and the courts—what’s coming, what’s contemplated and what’s critical for plan sponsors to know
A national survey found nearly seven in 10 plan sponsors believe most employees at their company could work until age 65 and still not have enough to meet their retirement needs.
Larger plans are taking the lead in moving away from proprietary TDFs, and research shows plan sponsors are also moving to CIT TDFs.
Small business continues driving cash balance growth, with 92% of cash balance plans in place at firms with fewer than 100 employees, research from Kravitz finds.
Just because a plan is frozen, doesn’t mean fees will go away altogether.
Eighty percent of respondents from an IonTuition survey said they would like to work for a company that offers student loan repayment benefits, a 10% increase from 2015 findings.
Best-in-class plan design in addition to financial wellness programs can get retirement plan participants to maximize their savings opportunity.
This time of year is a peak time for hardship withdrawal requests, providers say, and call center staff and provider websites can help educate participants about implications and other options.
Greater exposure to higher-yielding corporate bonds can notably dampen a fixed-income allocation’s diversification benefits to equity investments.
Worried about participant pushback?
Strategies for helping participants avoid loan default
Innovation in managed accounts.
Running the Fund
Sponsors say this step would deter participation and lower savings rates.
Finding a balance when funding health and retirement plans.
Drilling down to the procedural issues
The long-term outlook is complicated
A plan sponsor is able to address its overall investment objectives