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Article seven attributes of an excellent DC Plan
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Managing workplace retirement accounts before rollover allows advisors to (1) provide active professional management that replaces one-time allocations, (2) incorporate the accounts into overall client financial plans, and (3) expand their business by offering solutions for pre-retiree clients. Advisors can help clients while still employed, earn fees now on significant assets, and have fees directly deducted without being the official plan representative.Advisors - Partner with Ubiquity
Ubiquity Retirement + Savings offers financial advisors a way to provide retirement plans to their clients. 401(k) plans through Ubiquity provide high contribution limits, tax savings for businesses and employees, and zero hidden fees. Ubiquity also supports advisors with a dedicated partnership team, webinars and training, and facilitates advisory fee processing to save advisors time. Partnering with Ubiquity allows advisors to retain existing clients, attract new ones, gain a competitive advantage, and partner with retirement savings experts who handle plan details.
8 Ideas To Help Improve Your DC Plan
Defined contribution (DC) plan sponsors face increasingly complex issues. Russell Investments has developed a priority list of eight ideas and actions to help plan sponsors guide their participants toward better decision-making as they save for retirement.
DC Top 10 for 2021
Defined contribution (DC) plans have replaced defined benefit (DB) plans as the primary source of retirement income for employees. Unlike DB plans where employers fund retirement, DC plans require individuals to determine contribution rates and manage investments. While popular, DC plans have not proven as successful as DB plans in providing sustainable lifetime income in retirement. Low interest rates negatively impact DC plan participants' ability to fund retirement income goals, as it increases the present value of those goals. Interruptions to funding sources, like suspended employee contributions or employer matches during the pandemic, can significantly reduce retirement savings and readiness.
ForceManager 5500
ForceManager is a CRM tool tailored for 401(k) advisors that combines robust client management features with plan data and reports from ERISApedia. It allows users to search and analyze 5500 plan data, build prospect lists using detailed plan information, and includes features like geo-located mapping of plan sponsors, pipeline management, reporting, and an AI voice assistant. ForceManager is offered in Essential, Premium, and Enterprise pricing tiers and claims to help users increase sales activity, save time on administrative tasks, and gain more customer insights.
Elements of a clearly defined IPS for dc plans
Today’s increasingly complex investment and regulatory landscape places greater pressure on the plan sponsors and fiduciaries overseeing defined contribution plans. Fiduciaries are not only re-examining their current investment decision-making practices, they are also seeking to ensure that those practices allow for enough flexibility in implementation to maximize the likelihood of investment success, while protecting the plan sponsor from potential litigation.
Central to the idea of a well-managed program, a clearly articulated investment policy statement (IPS) serves as the foundation of sound governance and a robust oversight process
What will DC plans look like in 2025
DC plans have largely failed to adequately prepare U.S. workers for retirement, leaving many relying solely on Social Security. By 2025, more employers are expected to adopt characteristics of successful pension plans to help employees create a fully funded retirement income stream. This includes improving investment governance, increasing savings contributions, utilizing more efficient portfolios, and providing tools to help employees translate savings into reliable monthly retirement income to replace lost pensions.
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When sponsoring a retirement plan, a company's goal is to offer valuable benefits to employees but managing the plan can be burdensome for employers due to the expertise, time, and legal risks required. By delegating plan administration to an independent fiduciary like AdvisorTrust, sponsors can relieve this burden while ensuring compliance with ERISA. AdvisorTrust works with PCS to provide fiduciary outsourcing services that take responsibility for key administrative tasks like testing, notices, enrollments, contributions and distributions to protect sponsors from fiduciary liability.
Article seven attributes of an excellent DC Plan
The document outlines 7 attributes of an excellent defined contribution retirement plan compared to an average plan. It discusses each attribute in detail and provides actions plans can take to improve. The key attributes of an excellent plan include having a retirement income mindset and measuring success based on income replacement goals, reducing investment decisions for participants through broad fund options, automatically enrolling most participants in professionally managed asset allocation solutions, encouraging double-digit contribution rates through automatic escalation and company matching, retaining assets of retiring participants in the plan, providing post-retirement income options, and integrating financial wellness programs beyond just education.
Seven Simple Truths for Plan Sponsors
As a plan fiduciary, there are seven simple truths sponsors should know: (1) fiduciaries exercise discretion over plan/asset management and provide investment recommendations; (2) fiduciaries can delegate responsibilities to experts to minimize risk and liability; (3) sponsors are responsible for selecting advisors, providers, and plan features to help employees retire; (4) fiduciaries must understand and monitor all plan fees to ensure they are reasonable; (5) sponsors should benchmark service providers and regularly ask questions; (6) an investment policy statement and committee should guide investment decisions; (7) ongoing monitoring of performance and providers is needed to ensure the plan meets expectations.
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Managing Fiduciry Tasks and Duties
This document discusses the responsibilities of fiduciaries for retirement plans. It notes that fiduciaries must act solely in the interests of plan participants, carry out their duties prudently, follow plan documents, diversify investments, and pay only reasonable expenses. As a fiduciary, you are obligated to prudently select and monitor plan investments and investment options. The document also provides statistics about funds restored to employee benefit plans and participants by the Employee Benefits Security Administration in the 2019 fiscal year.
3(16) Fiduciary Assesment
This document is an assessment for plan administrators of 401(k) plans to determine if outsourcing fiduciary responsibilities would be beneficial. It notes that by signing as the named plan administrator, one accepts fiduciary responsibility for over 50 tasks related to operating the retirement plan. It then lists out various plan oversight duties and asks the administrator to identify if they are confident and able to fulfill these responsibilities themselves or if outsourcing could help. The document concludes by noting that outsourcing non-payroll related 401(k) tasks could save significant time for the plan administrator.
The Reason for the Buzz about MEPs
The final rule from the Department of Labor expands access to "closed" multiple employer plans (MEPs) by allowing more groups and associations to sponsor them. Specifically, the rule allows local chambers of commerce, members in the same trade or line of business, professional employer organizations (PEOs), and businesses in the same state or city to band together to form closed MEPs. Closed MEPs allow members to pool resources for negotiating lower costs and share fiduciary responsibilities. The rule clarifies existing guidance and creates a new pathway for small businesses to provide retirement plans through association participation.
Maximize Your DB Plan
This document provides key questions for maximizing a defined benefit plan. It asks about how interest rates affect plan costs and liabilities, the organization's funding policy, the relationship between funding ratios and investment strategy, whether the investment strategy aligns plan assets with future benefits, the potential impact of increased lifespans on costs, managing PBGC premium costs, making administration more efficient, outsourcing fiduciary responsibility, reducing funding volatility and required contributions through investment strategy, and considering de-risking strategies like annuitization and lump sum windows.
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