“As I told the Speaker this summer, I’m prepared to make more reforms that rein in the long term costs of Medicare and Medicaid, and strengthen Social Security, so long as those programs remain a guarantee of security for seniors.” Obama is leaving the door open to cuts to Social Security. Once again, those of us who defend Social Security will have to keep our guard up, even with a Democrat president.
Don’t Go After Military Pensions
December 27, 2011By DARRELL DRIVER, JIN PAK and KYLE JETTE
New York Times
December 27, 2011
http://www.nytimes.com/2011/12/27/opinion/military-pensions-are-essential.html?_r=1
Washington
AS the nation’s budget pressures prompt officials to scour the Defense Department for cuts, one tantalizing target is the military retirement system. The Pentagon has reportedly been considering replacing the guaranteed pension that, for more than a century, has been a fundamental compact between the United States and its soldiers, in favor of a market-based 401(k) approach. But this would be a grave mistake, a disincentive to future volunteers and a threat to national security.
Needless to say, there are critical differences between the civilian and military work forces. Soldiers who have risked their lives for our nation should not also have to risk their retirement savings in stocks. But there are many more mundane sacrifices required of career service members that also make it hard for them to build up the kind of wealth — whether in their houses, their careers or the careers of their spouses — that cushions civilian retirees from the whims of the market.
Service members are often required to move, for example, which hinders their ability to build home equity. Many have to put off purchasing homes, and those who do buy do not have the option of choosing not to move if their mortgages become underwater. For this reason, the housing crash of recent years has hit service families especially hard.
Frequent moves also make it hard for service members’ spouses to find work and progress in their own careers. This is most likely a primary reason that median household incomes for military families are lower than those of their civilian counterparts.
Most important, the unique skills people learn on the battlefield do not easily translate into private sector employment, and many military retirees struggle to find new work. While the officer who managed a military transportation hub might anticipate an equivalent job from a civilian firm, and while a young private who served one deployment could relatively easily return to school or an entry-level job, an infantry sergeant first class who has spent a decade or more on multiple deployments to the world’s most dangerous places would not find the same ready options.
For these individuals, there can be a significant financial cost to agreeing to remain in military service beyond the years when it would be easiest to make the transition to more marketable civilian jobs. But these are the people the military needs, and needs to retain.
The military pension helps compensate for their sacrifices. Soldiers and their families are more willing to put off other careers, and to accept frequent displacement, lower earnings and even the risk of being ordered back to active duty after beginning new careers, because of the promise of future compensation. The guaranteed pension is one of the biggest incentives keeping talented people in the military.
No one knows for sure how a shift to a 401(k) model would affect these families and their decisions to remain in military service. But we do know that there is a spike in retirements once soldiers complete the 20-year minimum to qualify for full pensions, and we can only assume that these people would retire far sooner without them. And it’s likely that many would not join up at all.
As policy makers continue their deliberations on military spending cuts — which are scheduled to begin again next month — they must keep the unique nature of military service in mind when they look to the costs and benefits of the retirement plan. And they should remember that no one imagined, back in the 1970s, that our all-volunteer force would last this long. Most believed that conscription would again be needed if the nation ever engaged in a significant conflict. The United States military has proved them wrong so far, but we should not underestimate the role the guaranteed pension has played in its resilience.
Darrell Driver, Jin Pak and Kyle Jette are lieutenant colonels in the United States Army.
Why 401(k)s Failed
July 5, 2011As Boomers are preparing to retire, the news is full of stories about how their 401(k) plans are coming up short. Most of the stories imply that it’s the Boomers own fault for not saving enough. That explanation, though, grossly distorts the cause of the growing retirement crisis in the United States that was fueled by the wholesale conversion of tradition pensions to 401(k) stock market investment schemes beginning in 1981.
To understand why 401(k) plans are coming up short, it is necessary to understand how they are supposed to work.
The basic idea is that participants will individually save for retirement through private accounts that are invested in stocks and bonds. The accumulations from those accounts during working years are supposed to grow enough to finance living expenses during retirement years.
Most people understand that much. But that is only half the story. The other half is what participants are supposed to do with their accumulated savings once they retire. There are many possibilities, but the most recommended according to the original theory of the 401(k) approach is to use the accumulated savings to purchase life annuities, which are sold mainly by life insurance companies. In return for surrendering their 401(k) savings, annuity purchasers receive back a percentage of the purchase amount each month or other period of time for the rest of their lives.
Life annuities are comparable to traditional pension payments since both guarantee predictable income until death, thereby sparing recipients the risk of outliving their source of income.
The ability of a 401(k) plan to provide adequate retirement security depends, it follows, on the size of the retirement savings accumulated during the working years and the payout rates of annuities at the time of retirement.
The size of accumulated savings, in turn, depends on how much was invested in the accounts and how those investments fared in the stock market. An account with little invested in it obviously is not going to pay off with handsome returns for retirement.
Most people with 401(k) accounts, it is true, do not put enough in them to ensure retirement security. The main reason, though, for them coming up short is not because of a lack of a savings ethic on their part. It is because the savings necessary to ensure retirement security under the 401(k) approach is beyond the ability of anyone with ordinary incomes and expenses, including home mortgages and children’s college expenses.
The stock market is the other factor that affects the size of the accumulations in 401(k)s. Since 1981 when they began, the stock market has risen greatly, leaving participants with the illusion that those rising values were ensuring retirement security. .
But as those stock market values were rising, annuity payout rates were falling. In 1986 a life annuity purchased for $100,000 yielded a monthly retirement income of $977 for men and $931 for women—annuity companies discriminate against women by paying them lower rates to compensate for them living longer. In 2010, an annuity for that same cost yielded only $631 for men and $531 for women–35 percent less.
Average Monthly Payouts for $100,000 Annuity Bought at Age 65
Year Male Female
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1986 $977 $931
1990 $958 $865
1995 $808 $718
2000 $759 $693
2005 $647 $596
2010 $631 $591
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Source: Calculated from www.annuityshopper.com
401(k)s thus failed to deliver retirement security not so much because of the improvidence of Boomers, but because even if they saved a lot, the value of those savings in terms of future retirement income were continually falling due to the decreasing payout rates of annuities. Those falling payout rates easily outpaced rising stock market values. No one should be under the illusion that low annuity payout rates are temporary. As the above table indicates, they have been in steady decline since 1986.
Thirty years after its inception, it is clear that the 401(k) approach has failed working people by not delivering predictable or adequate retirement income. At the same time it has been an enormous success for the financial services industry that has siphoned off the accounts a bonanza of commissions, management fees, and profits. Therein lies the reason why these powerful financial interests will make sure that they continue to be able to control the collective retirement savings of working people.
James W. Russell
Guest Post: Defined-Contribution Plan v. Defined-Benefit Plan by Glen Brown
June 12, 2011 With a few exceptions, Defined-Contribution Plans were not initially created as retirement vehicles but rather as supplementary savings accounts
With a Defined-Contribution Plan (401k, 403b, 457), only your contributions are defined
A Defined-Contribution Plan shifts all the responsibilities and all the risk from the employer to the employee; thus, your benefit is not guaranteed
Your benefit is based upon investment earnings
A Defined-Contribution Plan does not have the “pooled investments, professional money managers, and shared administrative costs” that a Defined-Benefit Plan provides
Your benefit ends when your account is exhausted
There are no survivor or disability guarantees
This plan does allow for portable assets
Changeover costs to this plan would be significant
Investment fees are paid by member
On-going costs would be higher: in 2006, the expense ratio was 1.29%, 4.3x’s higher than a Defined-Benefit Plan; in 2004, the median cost was 1.4%, 4.7x’s higher than a Defined-Benefit Plan
The State of Illinois will not “save money.” Most of the State’s obligation to TRS is for contributions not paid during the past several decades; therefore, the deferred cost of underfunding cannot be eliminated by switching to a Defined-Contribution Plan
Shifting to a Defined-Contribution Plan can raise annual costs by making it more difficult for Illinois to pay down existing liabilities. The plan will include fewer employees and fewer contributions going forward
Even with Defined-Con¬tribution Plan option, States and localities are still left to deal with past underfunding
“There is a $6.6 trillion deficit between what 401k account holders should have and what they actually have.”
Defined-Pension Plans are more certain
You cannot outlive the benefit
You are not affected by Market volatility
Defined-Benefit Plan’s assets are held in trust and managed by professional investors
Survivor and disability benefits are part of this plan
This plan encourages a long-term career and stable workforce
Since you do not or can collect Social Security, it is your retirement guarantee
This plan is the best choice for middle-class retirement
Teachers with a Defined-Benefit Plan are more likely to be self-sufficient and less likely to need public assistance
Because teachers understand the value of such a plan, they are willing to give up higher wages
TRS performance is well-diversified; it is in top ¼ of all public funds for the last 10 years
Since 1982, the average rate of return has been 9.83 percent
The costs for this plan are not excessive or expensive: 0.3% of total assets, and these costs are paid for by TRS.
Sources: The Teachers’ Retirement System, the Illinois Federation of Teachers, the National Institute on Retirement Security, Center for Retirement Research at Boston College, National Conference on Public Employee Retirement Systems, and Center on Budget and Policy Priorities
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