Category Archives: Retirement

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Hewitt Study Shows Four in Five Americans Not Expected to Meet All of Their Financial Needs in Retirement

Provided by Hewitt Associates

Full URL:

http://www.hewittassociates.com/Intl/NA/en-US/AboutHewitt/Newsroom/PressReleaseDetail.aspx?cid=8397

Employees Who Make Small Adjustments Can Dramatically Improve Future Retirement Income Potential

The average U.S. employee will need more than 15 times their final pay in retirement resources1 to maintain their current standard of living during retirement, according to a new analysis from Hewitt Associates, a global human resources consulting and outsourcing services company. While this estimate hasn’t worsened, meeting projected retirement needs has become a greater challenge for individuals, many of whom experienced decreases in their retirement accounts over the past two years. As a result, four out of five workers are still expected to fall short of meeting all their financial needs in retirement unless they take action to improve their savings habits or retire at a later age.

When factoring in inflation and postretirement medical costs, Hewitt projects employees will need 15.7 times their final pay in retirement resources to meet their financial needs in retirement, which is consistent with Hewitt’s prior projection in 2008. Of the 15.7 times final pay, Social Security is expected to provide 4.7 times final pay, leaving employees responsible for accumulating the remaining 11 times final pay from other sources such as company-provided plans and personal savings. Hewitt’s analysis, which examined the projected retirement levels of more than 2 million employees at 84 large U.S. companies2, reveals that just 18 percent of employees who contribute to a defined contribution plan and work a full career are expected to achieve this goal. On average, these employees are on track to accumulate 13.3 times their final pay (including Social Security) leaving a shortfall of 2.4 times pay. In other words, they’re expected to meet just 85 percent of their financial needs in retirement. Nineteen percent are expected to have a shortfall of five times final pay or more at retirement.

The situation is much bleaker for employees who are not covered by a defined benefit plan. On average, workers who rely solely on a defined contribution plan to fund their retirement are projected to meet just 74 percent of their needs in retirement—compared to 91 percent for employees who are also covered by an active or frozen defined benefit plan.

“Employees have been able to recoup a good portion of the retirement assets they lost due to market volatility, but unfortunately most workers are still falling significantly short of meeting their retirement needs,” explains Rob Reiskytl, Hewitt’s leader of Retirement Plan Strategy and Design. “This is a wake up call for employees. While retirement may be a long way off, workers need to start actively saving or be prepared to dramatically reduce their overall spending in retirement. Ultimately, they’re in control of most of the elements that will help determine their retirement outcomes.”

What Can Employees Do To Curb the Savings Shortfall?
Eliminating their savings shortfall may seem like a daunting task for most Americans. However, Hewitt’s analysis revealed that workers can significantly improve their situation by making a few small adjustments:

Start saving: According to recent Hewitt research3, 26 percent of eligible employees currently do not contribute to a defined contribution plan. Hewitt projects these workers will have saved, on average, less than half of what they will need by the time they reach retirement age. But workers who start investing at a young age and at a robust rate can reduce their shortfall. Hewitt’s analysis shows that a 25-year-old employee who makes $30,000 a year is expected to meet all of his/her retirement needs if he/she contributes, on average, 11 percent of his/her pay each year throughout their career (assuming he/she also receives an additional 5 percent employer contribution to his/her defined contribution account). If an employee waits until age 40 to join his/her defined contribution plan, he/she needs to save an average of 17 percent of pay per year.

“It’s a common perception that saving 10 percent of pay toward retirement throughout your career will get you where you need to be in retirement,” said Reiskytl. “Unfortunately, that old rule of thumb is no longer true given the general erosion of employer-provided retirement benefits and the reduction in employers providing subsidized retiree medical plans.”

Regularly increase your contribution rate: Hewitt’s analysis reveals that many workers who commit to increasing their retirement contributions by as little as 1 percent each year for five years will be on track to meet most of their financial needs in retirement. Under this savings rate escalation scenario, the number of employees in Hewitt’s study expected to retire with sufficient retirement assets doubles from 18 percent to nearly 38 percent, and almost a third (32 percent) will have a shortfall between one and two times pay. In other words, a total of 70 percent of employees are projected to have a shortfall of two times pay or less at age 65, making retirement income adequacy within reach for a significant number of employees.

For example, on average, a full-career, contributing employee who saves 7.3 percent of his/her pay and whose employer contributes 5 percent of pay to his/her defined contribution account is on track to meet 13.3 times his/her final pay in retirement—a shortfall of 2.4 times final pay. If that employee increases his/her contribution by 1 percent each year for five years and maintains this elevated savings rate, he/she will have reduced the savings shortfall to only 0.6 times final pay, accumulating 15.1 times his/her final pay retirement. “Small increases in saving levels can have a ery positive impact on retirement income adequacy for employees of all ages,” said Reiskytl. “Many employers make it easy for their workers to accomplish this goal by offering tools like automatic contribution escalation, which enables employees to automatically increase their contribution rate each year without having to proactively take action.”

Work longer: According to Hewitt’s analysis, employees who delay retirement to age 67 can significantly reduce their savings shortfall. For these workers, retirement needs drop from 15.7 times final pay to 14.4 times final pay. At the same time, their retirement resources increase from 13.3 times final pay to 14.2 times final pay, enabling them to meet 98 percent of their retirement needs.

“Workers who put off retirement for just two years have a much greater chance of retiring comfortably,” explains Reiskytl. “Social Security benefits are increased, there’s more time to accumulate retirement savings, and assets will be withdrawn for a shorter period of time. In addition, workers can continue to receive health care coverage under their employer—which can save employees a significant amount of money during that time.”

About Hewitt Associates
Hewitt Associates (NYSE: HEW) provides leading organizations around the world with expert human resources consulting and outsourcing solutions to help them anticipate and solve their most complex benefits, talent, and related financial challenges. Hewitt works with companies to design, implement, communicate, and administer a wide range of human resources, retirement, investment management, health care, compensation, and talent management strategies. With a history of exceptional client service since 1940, Hewitt has offices in more than 30 countries and employs approximately 23,000 associates who are helping make the world a better place to work. For more information, please visit http://www.hewitt.com.

1Sources of retirement income include Social Security, employer-provided defined benefit and defined contribution plans and employee savings

2Large companies in the Real Deal study have a median of approximately 15,000 employees

3Hewitt’s 2010 Universe Benchmarks Study


401(k) Plans in Living Color: A Study of 401(k) Savings Disparities Across Racial and Ethnic Groups

Provided by Ariel Education and Hewitt Associates

Nearly half of all retired Americans today have little or no money saved. The vast majority have far less than what they will need, and are not saving and investing sufficiently to make up for the shortfall. American workers must now grapple with many questions as they consider retirement: Have I saved enough? How much will inflation erode my savings? Could I outlive my money?

401(k) plans are the primary retirement vehicle for two-thirds of large employers. When analyzing 401(k) plan participation by race and ethnicity, quantifiable differences are evident.

401(k) Plans in Living Color: A Study of 401(k) Disparities Across Racial and Ethnic Groups is both groundbreaking and important. This study — the largest, most comprehensive examination of the 401(k) savings behavior of African-American, Hispanic, Asian, and white employees — was conducted by Ariel Education Initiative, the nonprofit affiliate of Ariel Investments, and Hewitt Associates, along with the Chicago Urban League, the Joint Center for Political and Economic Studies, the National Council of La Raza, the National Urban League, and The Raben Group. The study was funded with a grant from The Rockefeller Foundation.

The findings in this study are based on year-end 2007 information collected from nearly 3 million eligible employees working for 57 of the largest U.S. companies across a variety of industries and sectors. The data, collected by Hewitt Associates, includes race, ethnicity, gender, salary, age, job tenure, 401(k) balances, and other account information. It analyzes savings and participation rates, stock exposure, loans and hardship withdrawals, and account balance by race and ethnicity.

The results of the study reveal that — even after controlling for factors such as age, salary, and job tenure — quantifiable differences are clear across race and ethnicity in how successfully 401(k) plans are used. In general, we found that African-American and Hispanic workers have lower participation rates and contribute less to their 401(k) plans than their white and Asian counterparts. They are also more likely to have a loan and/or take a hardship withdrawal. As a result, the 401(k) account balances for these workers are negatively impacted and chances for a comfortable retirement significantly compromised.

The project collaborators strongly believe swift action needs to be taken to address the disparities and potential lack of retirement preparedness among many people of color. Our call to action is broad-based — covering employers, government, and individuals — and can ultimately benefit all plan participants, regardless of race, ethnicity, or gender. As part of recognizing the problem and finding solutions, the study outlines five recommendations:

Design 401(k) plans in a way that benefits a broad, diverse employee base.
Provide the necessary communication, education, and resources to help individuals make wise choices.
Encourage employers to voluntarily collect and report their 401(k) plan data by race and ethnicity of participants.
Modify loan requirements in 401(k) plans to decrease the likelihood of default when an employee terminates employment.
Provide financial education as a mandated component of both public and private school curricula at all levels, from kindergarten through secondary school.
Saving for retirement in a 401(k) starts with a decision to act that then becomes a series of actions — some seemingly small — that can have a large, positive impact over the long term. Racial and ethnic disparities in 401(k) plans must be addressed in the same way, by starting with a decision to act and then following through with a series of measures, both large and small, over the subsequent years and perhaps decades. By shedding light on the inequalities in 401(k) outcomes, it is our hope that this research will provide the initial impetus for meaningful action.

Full Summary Findings: 21 Pages

http://www.hewittassociates.com/_MetaBasicCMAssetCache_/Assets/Articles/2009/arielhewitt_401k_study_results.pdf


2010 Guide to Social Security, Medicare, and IRS Limits – Hewitt Associates Full Guide

2010 Guide to Social Security, Medicare, and IRS Limits
This Hewitt guide outlines the annual and monthly limits for Social Security and Medicare, as well as the Internal Revenue Service (IRS) limits for retirement plans and health savings accounts.

Guide to 2009 Economic, Health, Retirement, and Employment Trends
In this guide, you will find familiar data citing economic indices and prevalence of major benefit areas. Additionally, we’ve compiled from various U.S. government and Hewitt Associates resources a snapshot of the U.S. economy, as well as retirement, health care, and other human resources and benefits trends information from 2009.

2009 Guide to HR Trends – Full PDF Report

http://www.hewittassociates.com/_MetaBasicCMAssetCache_/Assets/Articles/2010/2009_Guide_to_HR_Trends.pdf

2010 Guide to Social Security, Medicare, and IRS Limits – Full Guide

http://www.hewittassociates.com/_MetaBasicCMAssetCache_/Assets/Articles/2009/2010_Guide_to_SS_Medicare_IRS_Limits.pdf


Retirement Reality: The Facts and Fiction of Income Adequacy – Q&A by Alison Borland, Hewitt Associates Knowledge Expert

We all know it’s important to save for retirement. But how many of us are actually on track to solvently retire at age 65? Achieving adequate retirement income is a matter of increasing concern not only for employees, but also for employers that sponsor retirement plans and for the government. Efforts by companies to help employees save for retirement are improving retirement saving and investing behaviors. However, many employees in the U.S. are still not financially prepared for retirement. Longer life spans, suboptimal savings and investment decisions, potential Social Security insolvency, and rising medical costs are factors that contribute to retirement security concerns.

During our webcast, Retirement Reality: The Facts and Fiction of Income Adequacy, Alison Borland, Hewitt’s Defined Contribution Consulting Practice Leader, and Hewitt thought leaders Rob Reiskytl and Barb Hogg discuss the current state of the retirement landscape. They examine strategies that work and present results from Hewitt’s survey Total Retirement Income at Large Companies: The Real Deal 2008.

Here are some of the questions people asked our experts during the webcast:

Question: Are defined contribution (DC) plans a disaster waiting to happen?

Answer: If employees are not engaged in their plan and making good decisions, many of them will be left with empty wallets in their retirement years. Based on the results of our study, there is a lot of room for improvement. However, employees who have saved or are projected to save throughout their career are on track to replace more than 100% income with a DC plan. Most employees would see a dramatic improvement in closing the income adequacy gap by saving a little more, investing a little smarter, and delaying retirement (just a little). When DC plans are used well, employees can receive more than adequate income in their retirement years.

We do expect to see changes in the future as a result of retirement income inadequacy, such as an increase in phased retirement programs that allow employees to retire gradually, over time. We may also see congressional assistance/policy changes that will enable employers to offer different solutions to help employees who are not equipped to make the best decisions on their own.

Question: What’s the right amount for employees to save?

Answer: It depends on the starting point and the type of retirement plan that’s available to the employee. Generally, if the employee is covered by a defined benefit (DB) plan, the old rule of thumb that suggests 10% might still hold true. If the employee is not covered by a DB plan, the employee may need to save 12%, 14%, or even more, depending on the age he or she begins.

Question: What are employers doing to get employees on board with saving for retirement?

Answer: Automation is making a difference with getting employees on the right track to start, but it is still important for employees to customize their savings choices to their own personal situation. Employers are also creating decision points to help employees focus on retirement on an ongoing basis, often at least once a year. An example of this is combining retirement planning decisions with annual health care enrollment. We’re seeing other new approaches emerge, reflecting increasing diversity in the workforce, with employers segmenting groups to help target those who aren’t effectively using retirement plans.

We must remember that each employee is unique. The goal is to help employees focus on retirement to achieve the level of income adequacy at which they are most comfortable.

About Our Expert
Alison Borland is a Principal at Hewitt and the Defined Contribution Consulting Practice Leader. She also serves as a leader of Hewitt’s retirement research team. Alison is frequently quoted in publications, most recently in USA Today, The New York Times, and CNNMoney. Alison graduated summa cum laude from Vanderbilt University and is a Fellow of the Society of Actuaries and an Enrolled Actuary. She has been with Hewitt for 8 years.

http://www.hewittassociates.com/Intl/NA/en-US/KnowledgeCenter/AskOurExpert/ArticleDetail.aspx?cid=5353&tid=46&stid=6617


Tax Season Is an Ideal Time for Americans to Reassess Their Retirement Savings Strategy – Do’s and Dont’s Recommendations

Hewitt Associates Offers Workers Seven Simple Do’s and Don’ts for Maximizing Their Nest Eggs

It’s that time of year again: tax season. While most Americans may prefer to file their returns and put their finances on the backburner until next year, Hewitt Associates, a global human resources consulting and outsourcing firm, believes now is an ideal time for employees to review their 401(k) plan and make sure they’re on track for retirement. In many cases, workers might find they can take a few relatively simple steps to substantially increase their nest egg and reduce their IRS payments for next year’s tax season.

“For many workers, thinking about saving for retirement can be overwhelming,” said Pamela Hess, Hewitt’s director of retirement research. “What they don’t realize is that there are a number of simple actions they can take—and a few they can avoid—that can significantly impact their nest egg and help them meet their long-term retirement goals.”

Hewitt offers Americans a few simple savings do’s and don’ts that can make a significant impact on their 401(k) plan balances:

Do’s

Do participate in your 401(k): Contributing to a traditional 401(k) plan actually lowers your taxable income for the year by allowing you to contribute pre-taxed money directly from your paycheck. This money grows tax-free until you retire or you start withdrawing funds. And chances are quite good your employer offers one! Hewitt research shows that the overwhelming majority of mid- to large-sized companies—96 percent —offer a 401(k) plan to their employees, and nearly three in ten (29 percent) offer a Roth 401(k).
Do increase your contribution rate: Did you know that contributing just 1 percent or 2 percent more of your salary to your 401(k) can have a dramatic impact on your retirement savings? For example, a 30-year-old employee earning an average salary of $50,000 who increases his/her contribution rate from 4 percent to 6 percent will have accumulated an extra $295,000 by the time he/she reaches retirement age. That same worker can save an extra $881,000 at retirement by regularly increasing his/her contribution rate in this manner throughout his/her career1. Many employers (59 percent) offer contribution escalation—where you can increase your contribution rates automatically and gradually over time without having to take any additional action.

Do put your plan on autopilot: Whether it’s because the process is too confusing, too time consuming, or both, the majority of Americans take a back seat when it comes to managing their 401(k) plans. Most employers today offer tools and features that take the guesswork out of saving and investing. Check to see if your employer offers target-date funds or automatic rebalancing tools, which can ensure you have a balanced mix of funds in your plan.

Taking advantage of these tools and features can potentially increase your retirement savings by 50 percent or more over the course of your career2.

Do take advantage of advice: According to a joint study from Hewitt Associates and Financial Engines, a leading independent investment advisor providing retirement help, the median annual return for employees using investment help was almost 2 percent higher than those who did not. Not sure where to start? Many employers offer services and tools that can help you make informed investment choices based on your particular needs. Hewitt research shows that about half (51 percent) currently offer online investment guidance, and 39 percent offer online, third-party investment advisory services. In addition, 28 percent of employers currently offer managed accounts, which lets you delegate the overall management of your account to an outside professional.

Don’ts

Don’t give up free money: Did you know that more than a quarter (28.2 percent) of workers cut their retirement savings short by contributing below the company match threshold? Make sure you’re contributing enough to your 401(k) to receive your full employer match. A 30-year-old employee earning $50,000 in 2010 can save 50 percent more at retirement if he or she contributes enough to his/her retirement plan each year to get the full company match3. And there’s good news even if your employer cut your match during the past two years. Hewitt research shows that 80 percent of employers that reduced or suspended their match in 2009 plan to restore it in 2010.

Don’t cash out: If you’re changing jobs or leaving your current job, don’t cash out your 401(k) savings. According to Hewitt research, 46 percent of employees do cash out, sacrificing potentially hundreds of thousands of dollars in retirement savings. For example, if you cash out $5,000 now, you will pay full taxes on that balance, plus a 10 percent early withdrawal fee. Keeping that $5,000 invested in a 401(k) plan can potentially turn into more than $50,000 at retirement.

Don’t overinvest in company stock: It’s a common temptation for employees to invest a significant portion of their 401(k) money in their employer’s stock. However, this can be a risky move. Even well-respected companies slump or stagnate for a period, while some even go out of business. It’s important to revisit your 401(k) plan portfolio and make sure you are investing no more than 10 percent of your assets in any single fund, including your employer’s stock.

http://www.hewittassociates.com/Intl/NA/en-US/AboutHewitt/Newsroom/PressReleaseDetail.aspx?cid=8283


Do You Have Enough to Retire? Do the Math – Wall Street Journal

By Brett Arends – Wall Street Journal

Just how much are you going to need in order to retire comfortably?

It may be the biggest financial question in your life. With 80 million baby boomers now heading into the flight path for retirement, it’s a pressing one, too.

Yet a horrifying number of people have never even asked it — and may not know how to find answers.

Earlier this month, a survey from the Employee Benefit Research Institute, a leading nonprofit in the retirement field, found that fewer than half of workers, 46%, had tried to calculate how much they would need for a comfortable retirement.

That is even scarier than the data showing that most people haven’t saved enough. (And the two, of course, are closely related. One of the biggest reasons people haven’t saved enough for retirement is that they don’t realize how much they will need.)

So how do you go about working out the answer? There’s a simple five-step approach.

1. Find the Target

Start by estimating your “target retirement income.” That’s simply the annual income you think you will need to live comfortably in retirement. Some experts advise drawing up budgets.

But if you are looking for a ballpark figure, there is a simpler approach. You can just assume that the discretionary income you are likely to need in retirement is about the same as the one you have now. It’s not perfect, but it’s a good place to start.

So take your current gross income, and deduct the costs you no longer expect to have once you are retired. That includes your payroll taxes. It includes the amount you’re saving. It may include temporary expenses, such as college costs for your children. And if you are currently paying a mortgage, and expect to have it paid off by the time you retire, it includes the mortgage costs, too.

What is left after these costs is your discretionary income. If you want to know what you will need in retirement in order to live comfortably, that’s as good a guess as any.

2. Estimate Social Security

Work out how much you are likely to get each year in retirement from Social Security.

The Social Security Administration has online calculators to help. You can find them at http://www.socialsecurity.gov/planners/calculators.htm and http://www.socialsecurity.gov/estimator.
Be aware that delaying your retirement date, up to the age of 70, will earn you higher Social Security payments. Remember to count your spouse’s likely benefits, too.

3. Subtract Pensions and Other Income

Don’t forget any income you are likely to get from other sources, such as a traditional company pension.

These used to be the bedrock of retirement planning, but fewer and fewer workers are covered by them now. Companies have shifted toward 401(k) plans, where the investment risk is borne by the employees rather than the employer.

Even those who are still covered by traditional pension plans typically rely on them less. These plans reserve their biggest benefits for those who stay with the same company for their entire career, and who does that anymore?

If you are still covered by a traditional pension plan, you should contact the administrators to find out how much you are likely to get when you retire.

4. Subtract Income From Your Target

With these three pieces of information in hand, you can now work out how much retirement income you will have to provide from your own savings. The answer, simply enough, is your target retirement income (step one) minus the income you can expect from Social Security (step two) and any traditional pension (step three).

5. Multiply the Result by 20

And from this you can estimate the savings you will need to accumulate in order to generate that income each year. It’s about 20 times as much as the annual income.

In other words, if you are going to need to generate about $10,000 a year in retirement income out of your own resources, you will probably need to save about $200,000 by the time you retire. If you want to generate about $50,000 a year, you will probably need to save $1 million, or 20 times that.

Why 20 times? It’s simple math. You don’t want to run out of money, so to be safe you should really save enough to last for several decades. Many of those turning 65 in decent health these days should plan on lasting into their 90s. And when you are retired, you should probably plan on the basis that your investments may only earn 3% a year above inflation, maybe even less.

Investors may earn more, but those in retirement are probably going to want to play it reasonably safe. Based on those assumptions — they are, I admit, conservative — you will need to save about 20 times the annual income you need your savings to generate. Those who want to be even more secure could save 25 times.

For many people, this savings target will work out at around eight times current gross income. That’s because the target retirement income is often about 80% of current income, Social Security aims to replace maybe 40%, and 20 times the difference is eight times. (If you’ve paid off a mortgage, you will need less).

Some people will tell you this figure is too high. They’ll tell you a 65-year-old today can buy a lifetime annuity of $10,000 a year for about $130,000, or 13 times as much. But this is a dangerous illusion. It ignores inflation.

Over a decade or two, even mild inflation will seriously erode the real value of a fixed income. If inflation were to jump — a significant possibility — the risk is even bigger. The numbers here are based on real, post-inflation calculations.


Hewitt Associates Study Results: Hot Topics in Retirement 2010

Hewitt’s Hot Topics in Retirement 2010 survey findings are now available. More than 160 mid- to large-size employers were asked about the actions they plan to take during 2010 with respect to the design, management, and delivery of their retirement programs. Included were questions focusing on defined benefit, defined contribution, and retiree medical plans covering U.S. salaried employees.

The economic recession certainly had an impact on retirement designs in 2009 as many companies cut back on pensions, 401(k) matches, and retiree medical subsidies. Looking forward to 2010, many employers plan to measure the competitiveness of their plans, focus attention on pension risk management, and implement features in 401(k) plans that are designed to help employees meet their long term financial goals.

Full PDF study results:

http://www.hewittassociates.com/_MetaBasicCMAssetCache_/Assets/Articles/2010/Hewitt_HotTopicsRet_Survey_2010_Findings.pdf


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