The 12th Annual Transamerica Retirement Survey of 4,080 American workers found that for many, not retiring or working longer is their primary retirement strategy due to lack of savings and confidence in having enough money to retire comfortably. While working longer provides opportunity to save more for retirement, simply planning to not retire is not a viable strategy. Setting retirement savings goals, creating a strategy, and planning for contingencies are important to help ensure financial security in retirement.
Female faculty members awareness about retirement planning avenuesDr. Gargi Pant Shukla
Retirement planning is an integral part of financial planning for any individual. Every individual looks forward to spending the post retirement years in the lap of luxury. A person needs to take challenging investment decisions in order to optimally plan for retirement. These decisions as per finance theories have been motivated by reasoning while unfortunately the intuition aspect has been portrayed in a negative manner by behavioural finance advocates. The research is an attempt to study the awareness of female faculty member towards retirement planning avenue. In this paper we had analyzed the attitude & awareness of female faculty members about retirement planning avenues. Only 10% of the population in India goes for the retirement planning or some social security. In this paper we are more focused towards retirement planning, retirement planning avenues and the awareness of female faculty members towards these avenues.
The document summarizes the key findings of a survey conducted by the Gandalf Group for the Healthcare of Ontario Pension Plan regarding Canadians' views on retirement security. The survey found that most respondents are concerned about a potential retirement income crisis due to a lack of adequate workplace pensions and government support. Respondents believe this could increase senior poverty and burden taxpayers. They prefer pensions that guarantee income and most support expanding the Canada Pension Plan or implementing the proposed Ontario Retirement Pension Plan.
The document summarizes findings from a SHRM survey on financial wellness in the workplace. Some key findings include:
- 42% of HR professionals reported that medical expenses were the most common financial challenge for employees.
- 7 in 10 HR professionals said personal financial challenges had some or large impact on employee performance, especially increasing stress and decreasing ability to focus.
- 38% of HR professionals saw more financial challenges now compared to 2007, and 23% saw more challenges than 12 months ago.
- 57% of organizations provide some financial education, with retirement and financial counseling being most common. Baby Boomers and Gen X participate most.
The document discusses findings from the 2013 Aegon Retirement Readiness Survey, which examined retirement preparedness across 12 countries. The survey found low overall retirement readiness based on a Retirement Readiness Index score of 4.89 out of 10. Most employees expect future generations will be worse off in retirement and believe government and employer benefits will be reduced. While many aspire to leisure and freedom in retirement, concerns about insecurity, poverty, and ill health were also commonly associated with retirement.
This document summarizes a report on financial well-being in the workplace. The report found that nearly half of employees worry about their finances, impacting their productivity at work. Younger generations feel less financially secure despite being at their peak earning years. While employees want more employer support for financial issues, most employers do not offer sufficient assistance. The report provides a four-step process for employers to understand employees' financial needs and develop strategies to improve financial well-being. Case studies demonstrate how supporting financial health can boost engagement and reduce absenteeism. In conclusion, the report argues that employers can no longer ignore how financial stress affects workplace performance.
Workers remain uneasy about their financial security and retirement. While employee satisfaction with finances has increased since the financial crisis, retirement confidence remains below pre-crisis levels. Many workers worry about affording healthcare costs in retirement. Defined benefit plan participants are more secure about retirement income than those with only defined contribution plans. Despite economic recovery, employees have prioritized reducing debt and spending less.
This document summarizes key aspects of pensions in Canada. It discusses the issues facing pensions globally and in Canada due to low interest rates. It defines pension assets and liabilities and explains underfunding. It outlines the differences between defined benefit and defined contribution plans. It provides an overview of retirement options in Canada like CPP, OAS, RRSPs, and TFSAs. It discusses the large unfunded liabilities of public sector pensions in Canada and other countries. It also summarizes statistics about assets and returns of private sector pensions in Canada.
Many retirees underestimate their retirement expenses and are forced to find alternative means of funding their retirement needs. Home equity is a major asset for many retirees, comprising over 70% of their net worth. While some consider downsizing or taking out a home equity loan, reverse mortgages provide retirees with flexible access to their home equity with no monthly payments or credit checks required. Reverse mortgages allow retirees to tap into their home equity to generate additional cash flow and maintain their independence in retirement.
Female faculty members awareness about retirement planning avenuesDr. Gargi Pant Shukla
Retirement planning is an integral part of financial planning for any individual. Every individual looks forward to spending the post retirement years in the lap of luxury. A person needs to take challenging investment decisions in order to optimally plan for retirement. These decisions as per finance theories have been motivated by reasoning while unfortunately the intuition aspect has been portrayed in a negative manner by behavioural finance advocates. The research is an attempt to study the awareness of female faculty member towards retirement planning avenue. In this paper we had analyzed the attitude & awareness of female faculty members about retirement planning avenues. Only 10% of the population in India goes for the retirement planning or some social security. In this paper we are more focused towards retirement planning, retirement planning avenues and the awareness of female faculty members towards these avenues.
The document summarizes the key findings of a survey conducted by the Gandalf Group for the Healthcare of Ontario Pension Plan regarding Canadians' views on retirement security. The survey found that most respondents are concerned about a potential retirement income crisis due to a lack of adequate workplace pensions and government support. Respondents believe this could increase senior poverty and burden taxpayers. They prefer pensions that guarantee income and most support expanding the Canada Pension Plan or implementing the proposed Ontario Retirement Pension Plan.
The document summarizes findings from a SHRM survey on financial wellness in the workplace. Some key findings include:
- 42% of HR professionals reported that medical expenses were the most common financial challenge for employees.
- 7 in 10 HR professionals said personal financial challenges had some or large impact on employee performance, especially increasing stress and decreasing ability to focus.
- 38% of HR professionals saw more financial challenges now compared to 2007, and 23% saw more challenges than 12 months ago.
- 57% of organizations provide some financial education, with retirement and financial counseling being most common. Baby Boomers and Gen X participate most.
The document discusses findings from the 2013 Aegon Retirement Readiness Survey, which examined retirement preparedness across 12 countries. The survey found low overall retirement readiness based on a Retirement Readiness Index score of 4.89 out of 10. Most employees expect future generations will be worse off in retirement and believe government and employer benefits will be reduced. While many aspire to leisure and freedom in retirement, concerns about insecurity, poverty, and ill health were also commonly associated with retirement.
This document summarizes a report on financial well-being in the workplace. The report found that nearly half of employees worry about their finances, impacting their productivity at work. Younger generations feel less financially secure despite being at their peak earning years. While employees want more employer support for financial issues, most employers do not offer sufficient assistance. The report provides a four-step process for employers to understand employees' financial needs and develop strategies to improve financial well-being. Case studies demonstrate how supporting financial health can boost engagement and reduce absenteeism. In conclusion, the report argues that employers can no longer ignore how financial stress affects workplace performance.
Workers remain uneasy about their financial security and retirement. While employee satisfaction with finances has increased since the financial crisis, retirement confidence remains below pre-crisis levels. Many workers worry about affording healthcare costs in retirement. Defined benefit plan participants are more secure about retirement income than those with only defined contribution plans. Despite economic recovery, employees have prioritized reducing debt and spending less.
This document summarizes key aspects of pensions in Canada. It discusses the issues facing pensions globally and in Canada due to low interest rates. It defines pension assets and liabilities and explains underfunding. It outlines the differences between defined benefit and defined contribution plans. It provides an overview of retirement options in Canada like CPP, OAS, RRSPs, and TFSAs. It discusses the large unfunded liabilities of public sector pensions in Canada and other countries. It also summarizes statistics about assets and returns of private sector pensions in Canada.
Many retirees underestimate their retirement expenses and are forced to find alternative means of funding their retirement needs. Home equity is a major asset for many retirees, comprising over 70% of their net worth. While some consider downsizing or taking out a home equity loan, reverse mortgages provide retirees with flexible access to their home equity with no monthly payments or credit checks required. Reverse mortgages allow retirees to tap into their home equity to generate additional cash flow and maintain their independence in retirement.
This document provides a summary of key findings from the 14th Annual Transamerica Retirement Survey. It finds that retirement confidence among American workers rose in 2013 but is still below pre-recession levels. Most workers now expect to work past age 65 and in retirement due to financial needs. The survey aims to identify "Power Planners" who are better prepared for retirement through their savings and planning habits to serve as an example for others.
Retiree Research: The Current State of Retirement (April 2016)Aegon
This report, based on TCRS’ first-ever survey of retirees, provides in-depth perspectives on retirees including attitudes about life in retirement, time commitments, living arrangements, and personal finances. The Compendium offers more than 50 indicators of retirees’ health and wealth by age range.
Key highlights include:
Just getting by and/or covering basic living expenses is retirees’ most frequently cited financial priority.
Social Security is the cornerstone of retirement income.
Retirees’ confidence about maintaining their lifestyle exceeds the size of their retirement nest eggs.
Most retirees are happy and enjoying life.
TCRS is a division of Transamerica Institute® (The Institute), a nonprofit, private foundation. TCRS is dedicated to educating the public on emerging trends surrounding retirement security in the United States.
The document is a report from the Transamerica Center for Retirement Studies that examines the retirement outlook of unemployed and underemployed workers. Some key findings are that over half of those displaced less than a year are unemployed, while over half displaced over a year are underemployed. Nearly one in five of those unemployed over a year have dropped out of the workforce. The report provides recommendations to help improve the retirement readiness of unemployed and underemployed individuals.
A Veterinarian's Guide To Financial Planning for Retirement, Part IMcGaunnSchwadronCPA
A presentation by McGaunn & Schwadron CPA to educate veterinarians on how to best plan for their financial retirement by understanding different retirement plans, how they work, which 401K might be best for them, and generally being prepared for the future of your veterinary practice.
This document discusses barriers that prevent many Americans from adequately preparing for retirement. It summarizes the key findings of a survey of nearly 4,500 consumers conducted by Deloitte's Center for Financial Services. The survey found that 58% of Americans do not have a formal retirement savings and income plan. It identified five main barriers: 1) conflicting financial priorities, 2) failure of financial institutions to effectively communicate, 3) lack of awareness of retirement products, 4) mistrust of financial institutions, and 5) consumers' preference to manage retirement planning themselves. The document suggests that financial institutions should address retirement needs earlier and in conjunction with other financial goals in order to help consumers overcome these barriers.
This document discusses retirement readiness challenges and opportunities for plan sponsors and employees. A key point is that 32 million Americans may never be ready to retire due to challenges in saving enough. The document outlines retirement trends, the impact of financial stress on employees and employers, and strategies plan sponsors can adopt to help improve participant outcomes, such as providing retirement readiness assessments and financial wellness programs.
65% of employees surveyed are considered "not financially well" based on their scores on a new Financial Wellness Score. While employees increasingly rely on employer-provided retirement and health benefits, many are still not taking full advantage of these benefits or prepared for retirement. Employees express a desire for more help and guidance from employers in improving financial wellness.
The survey found that worker confidence in having enough money for a comfortable retirement dropped to its lowest level at 13%. Those who have saved less than $100,000 saw the biggest loss in confidence. The percentage of workers expecting income from Social Security in retirement declined to 44%. 75% of workers plan to supplement their retirement income by working for pay, primarily to stay active or because they enjoy working. The percentage expecting to delay retirement declined to 20%, with the poor economy being the top reason workers are postponing retirement. While 68% of workers have saved for retirement, many have less than $1,000 saved and 62% think they could save more.
People who want to make a difference are often attracted to public service, where a willingness to meet the challenges facing society is a critical competency. One leading reward for their dedication has typically been a stable pension. But the 2008 financial crisis derailed expected growth in government pension funds, leaving pensions in a state of crisis.
Aegon Fact Sheet Flexible Retirement in the United StatesAegon
Most Baby Boomers in the United States expect a flexible retirement, either working past 65 or part-time during retirement, however available jobs may be limited. A federal law allows employees to shift to part-time work and receive partial retirement benefits while accruing future benefits by mentoring younger workers. While seen as a best practice, few government agencies currently offer phased retirement to employees.
Chepenik Financial 1st Quarter (2019) Plan Sponsor UpdateCourtney Gladden
- Employees have unrealistic expectations about retirement that differ from reality, such as when they will retire and how much income they will need. This can cause difficulties in transitioning to retirement.
- There are key differences in what workers expect versus reality, such as relying more on social security than retirees do and claiming benefits earlier than maximizes payouts.
- Employers can help by communicating effectively with employees to address these perception vs reality gaps and help smooth the transition to retirement.
This webinar will discuss one of the most important savings goals of American families: saving money for a comfortable retirement. Specific topics to be covered include research findings about the retirement preparedness of American families, conflicting opinions about “the number” (i.e., amount of money needed to comfortably retire), factors that influence the number, and retirement savings calculation tools such as the Ballpark Estimate and Monte Carlo simulations. Case studies and chat questions will be included to apply the webinar content to real world situations.
In gearing up for America and Military Saves Weeks, Dr. Barbara O'Neill will present this 90-minute webinar on the tools and resources available for calculating the amount individuals and couples need to save for retirement, on behalf of the Military Families Learning Network.
The 4 Pillars: Essentials for Workplace Mental Health and Benefits StrategiesAggregage
https://www.compandbenefitstoday.com/frs/23381670/the-4-pillars--essentials-for-workplace-mental-health-and-benefits-strategies/email
Promoting and sustaining a psychologically safe work environment becomes less of a task when employee benefits are included in the discussion. For any organization looking to move things forward, the key is to go beyond just EAP and training sessions to create a sustainable, healthier culture by integrating your broader HR, DEI, and benefits programs.
Join Sean Raible, total rewards expert and workplace mental health strategist, for the 4 essential pillars to any workplace mental health strategy.
Learning objectives:
• Breakdown of the 4 pillars
• Where to start and how to get your senior leadership team to buy in
• Critical programs and processes that need to be part of your review and impact employees' mental health
• Where your benefits programs can be enhanced/reviewed to support employees' mental health
• Future trends in workplace wellness and mental health
This document announces the Aegon Center for Longevity and Retirement and presents findings from the 4th Annual Aegon Retirement Readiness Survey of 16,000 people across 15 countries. Key findings include that while retirement readiness has improved slightly, many still lack a written retirement plan. Habitual savers are healthier and more confident in retirement than non-savers. Governments, employers, and individuals all have a role to play in encouraging habitual saving and making retirement security a shared responsibility.
The past 30 years has born witness to the collapse of the private pension system with for-profit employers, tax-exempt entities and now the governmental sponsors replacing defined benefit pension programs with defined contribution plans. This practice spawned a well-documented transfer of investment and funding risk from employer to employee. Now, most defined contribution plans render the employee the sole decision maker on the four factors that determine an employee's ability to retire successfully: contribution rate, investment strategy/return, time horizon, and spending needs in retirement.<br /><br /> In this presentation we will address what employers can do to help employees meet the demands of the new retirement plan era.
This SHRM survey examines how California organizations communicate employee benefits. Key findings include:
- Most employees are knowledgeable about available benefits, though few organizations have benefits communication budgets.
- Top communication methods are online/paper enrollment materials and group/one-on-one meetings with representatives.
- Very few organizations use social media for benefits communication currently, though some plan to in the future.
- Health care remains the most important benefit to employees currently and is expected to remain so in the next 3-5 years.
This document summarizes key findings from FINRA's 2012 Financial Capability Survey. The survey was conducted to understand changes in financial capability at the national and state levels over the past two years. It found that California, Massachusetts, and New Jersey had the most financially capable residents, while Mississippi, Arkansas, and Kentucky had the least capable. The survey also revealed that over half of Americans do not have a three-month emergency fund and that while self-perceived financial knowledge increased, actual knowledge declined slightly.
#140.pdfJournal of Public Economics 116 (2014) 73–88.docxmayank272369
1) The document analyzes distribution decisions made by public sector employees in North Carolina who separate from employment prior to retirement.
2) Using administrative data, it finds that over two-thirds of public sector workers under age 50 who separated maintained their pension accounts rather than withdrawing funds, suggesting low leakage of retirement savings.
3) However, it also finds that the lump sum distribution was larger than the present value of the annuity for over 70% of separations, indicating many workers may be forgoing higher potential retirement income.
Auto-Enrollment Retirement Plans For The People Choices And Outcomes In Oreg...Sheila Sinclair
The document summarizes early results from OregonSaves, a state-run auto-enrollment retirement savings program. Key findings include:
- Over 40,000 individuals have accumulated over $22.7 million in combined assets through contributions to OregonSaves.
- As of June 2019, approximately 24,000 contributing participants deposited an average of $110 per month, or about 5% of their pay, which is the default savings rate.
- OregonSaves has provided workplace retirement plan access for employees of small to mid-sized firms, with an average firm size of 36 employees and average employee earnings of $2,182 per month.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
This document provides a summary of key findings from the 14th Annual Transamerica Retirement Survey. It finds that retirement confidence among American workers rose in 2013 but is still below pre-recession levels. Most workers now expect to work past age 65 and in retirement due to financial needs. The survey aims to identify "Power Planners" who are better prepared for retirement through their savings and planning habits to serve as an example for others.
Retiree Research: The Current State of Retirement (April 2016)Aegon
This report, based on TCRS’ first-ever survey of retirees, provides in-depth perspectives on retirees including attitudes about life in retirement, time commitments, living arrangements, and personal finances. The Compendium offers more than 50 indicators of retirees’ health and wealth by age range.
Key highlights include:
Just getting by and/or covering basic living expenses is retirees’ most frequently cited financial priority.
Social Security is the cornerstone of retirement income.
Retirees’ confidence about maintaining their lifestyle exceeds the size of their retirement nest eggs.
Most retirees are happy and enjoying life.
TCRS is a division of Transamerica Institute® (The Institute), a nonprofit, private foundation. TCRS is dedicated to educating the public on emerging trends surrounding retirement security in the United States.
The document is a report from the Transamerica Center for Retirement Studies that examines the retirement outlook of unemployed and underemployed workers. Some key findings are that over half of those displaced less than a year are unemployed, while over half displaced over a year are underemployed. Nearly one in five of those unemployed over a year have dropped out of the workforce. The report provides recommendations to help improve the retirement readiness of unemployed and underemployed individuals.
A Veterinarian's Guide To Financial Planning for Retirement, Part IMcGaunnSchwadronCPA
A presentation by McGaunn & Schwadron CPA to educate veterinarians on how to best plan for their financial retirement by understanding different retirement plans, how they work, which 401K might be best for them, and generally being prepared for the future of your veterinary practice.
This document discusses barriers that prevent many Americans from adequately preparing for retirement. It summarizes the key findings of a survey of nearly 4,500 consumers conducted by Deloitte's Center for Financial Services. The survey found that 58% of Americans do not have a formal retirement savings and income plan. It identified five main barriers: 1) conflicting financial priorities, 2) failure of financial institutions to effectively communicate, 3) lack of awareness of retirement products, 4) mistrust of financial institutions, and 5) consumers' preference to manage retirement planning themselves. The document suggests that financial institutions should address retirement needs earlier and in conjunction with other financial goals in order to help consumers overcome these barriers.
This document discusses retirement readiness challenges and opportunities for plan sponsors and employees. A key point is that 32 million Americans may never be ready to retire due to challenges in saving enough. The document outlines retirement trends, the impact of financial stress on employees and employers, and strategies plan sponsors can adopt to help improve participant outcomes, such as providing retirement readiness assessments and financial wellness programs.
65% of employees surveyed are considered "not financially well" based on their scores on a new Financial Wellness Score. While employees increasingly rely on employer-provided retirement and health benefits, many are still not taking full advantage of these benefits or prepared for retirement. Employees express a desire for more help and guidance from employers in improving financial wellness.
The survey found that worker confidence in having enough money for a comfortable retirement dropped to its lowest level at 13%. Those who have saved less than $100,000 saw the biggest loss in confidence. The percentage of workers expecting income from Social Security in retirement declined to 44%. 75% of workers plan to supplement their retirement income by working for pay, primarily to stay active or because they enjoy working. The percentage expecting to delay retirement declined to 20%, with the poor economy being the top reason workers are postponing retirement. While 68% of workers have saved for retirement, many have less than $1,000 saved and 62% think they could save more.
People who want to make a difference are often attracted to public service, where a willingness to meet the challenges facing society is a critical competency. One leading reward for their dedication has typically been a stable pension. But the 2008 financial crisis derailed expected growth in government pension funds, leaving pensions in a state of crisis.
Aegon Fact Sheet Flexible Retirement in the United StatesAegon
Most Baby Boomers in the United States expect a flexible retirement, either working past 65 or part-time during retirement, however available jobs may be limited. A federal law allows employees to shift to part-time work and receive partial retirement benefits while accruing future benefits by mentoring younger workers. While seen as a best practice, few government agencies currently offer phased retirement to employees.
Chepenik Financial 1st Quarter (2019) Plan Sponsor UpdateCourtney Gladden
- Employees have unrealistic expectations about retirement that differ from reality, such as when they will retire and how much income they will need. This can cause difficulties in transitioning to retirement.
- There are key differences in what workers expect versus reality, such as relying more on social security than retirees do and claiming benefits earlier than maximizes payouts.
- Employers can help by communicating effectively with employees to address these perception vs reality gaps and help smooth the transition to retirement.
This webinar will discuss one of the most important savings goals of American families: saving money for a comfortable retirement. Specific topics to be covered include research findings about the retirement preparedness of American families, conflicting opinions about “the number” (i.e., amount of money needed to comfortably retire), factors that influence the number, and retirement savings calculation tools such as the Ballpark Estimate and Monte Carlo simulations. Case studies and chat questions will be included to apply the webinar content to real world situations.
In gearing up for America and Military Saves Weeks, Dr. Barbara O'Neill will present this 90-minute webinar on the tools and resources available for calculating the amount individuals and couples need to save for retirement, on behalf of the Military Families Learning Network.
The 4 Pillars: Essentials for Workplace Mental Health and Benefits StrategiesAggregage
https://www.compandbenefitstoday.com/frs/23381670/the-4-pillars--essentials-for-workplace-mental-health-and-benefits-strategies/email
Promoting and sustaining a psychologically safe work environment becomes less of a task when employee benefits are included in the discussion. For any organization looking to move things forward, the key is to go beyond just EAP and training sessions to create a sustainable, healthier culture by integrating your broader HR, DEI, and benefits programs.
Join Sean Raible, total rewards expert and workplace mental health strategist, for the 4 essential pillars to any workplace mental health strategy.
Learning objectives:
• Breakdown of the 4 pillars
• Where to start and how to get your senior leadership team to buy in
• Critical programs and processes that need to be part of your review and impact employees' mental health
• Where your benefits programs can be enhanced/reviewed to support employees' mental health
• Future trends in workplace wellness and mental health
This document announces the Aegon Center for Longevity and Retirement and presents findings from the 4th Annual Aegon Retirement Readiness Survey of 16,000 people across 15 countries. Key findings include that while retirement readiness has improved slightly, many still lack a written retirement plan. Habitual savers are healthier and more confident in retirement than non-savers. Governments, employers, and individuals all have a role to play in encouraging habitual saving and making retirement security a shared responsibility.
The past 30 years has born witness to the collapse of the private pension system with for-profit employers, tax-exempt entities and now the governmental sponsors replacing defined benefit pension programs with defined contribution plans. This practice spawned a well-documented transfer of investment and funding risk from employer to employee. Now, most defined contribution plans render the employee the sole decision maker on the four factors that determine an employee's ability to retire successfully: contribution rate, investment strategy/return, time horizon, and spending needs in retirement.<br /><br /> In this presentation we will address what employers can do to help employees meet the demands of the new retirement plan era.
This SHRM survey examines how California organizations communicate employee benefits. Key findings include:
- Most employees are knowledgeable about available benefits, though few organizations have benefits communication budgets.
- Top communication methods are online/paper enrollment materials and group/one-on-one meetings with representatives.
- Very few organizations use social media for benefits communication currently, though some plan to in the future.
- Health care remains the most important benefit to employees currently and is expected to remain so in the next 3-5 years.
This document summarizes key findings from FINRA's 2012 Financial Capability Survey. The survey was conducted to understand changes in financial capability at the national and state levels over the past two years. It found that California, Massachusetts, and New Jersey had the most financially capable residents, while Mississippi, Arkansas, and Kentucky had the least capable. The survey also revealed that over half of Americans do not have a three-month emergency fund and that while self-perceived financial knowledge increased, actual knowledge declined slightly.
#140.pdfJournal of Public Economics 116 (2014) 73–88.docxmayank272369
1) The document analyzes distribution decisions made by public sector employees in North Carolina who separate from employment prior to retirement.
2) Using administrative data, it finds that over two-thirds of public sector workers under age 50 who separated maintained their pension accounts rather than withdrawing funds, suggesting low leakage of retirement savings.
3) However, it also finds that the lump sum distribution was larger than the present value of the annuity for over 70% of separations, indicating many workers may be forgoing higher potential retirement income.
Auto-Enrollment Retirement Plans For The People Choices And Outcomes In Oreg...Sheila Sinclair
The document summarizes early results from OregonSaves, a state-run auto-enrollment retirement savings program. Key findings include:
- Over 40,000 individuals have accumulated over $22.7 million in combined assets through contributions to OregonSaves.
- As of June 2019, approximately 24,000 contributing participants deposited an average of $110 per month, or about 5% of their pay, which is the default savings rate.
- OregonSaves has provided workplace retirement plan access for employees of small to mid-sized firms, with an average firm size of 36 employees and average employee earnings of $2,182 per month.
Similar to 12th Annual Worker New Retirement Final05162011 (20)
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).