Saturday, 3 October 2015

A retirement plan from the guy who teaches retirement income planning


THE SITUATION

Matching increasing longevity with increased savings is among the biggest challenges facing retirement savers. It's not an abstract one for Mr. Littell, whose father retired at 75 and is 103. His father has managed his own finances well and, when he started spending down assets at 84, bought an annuity with some of his money. "It let him sleep better at night," Mr. Littell said.

Mr. Littell's doing well on the savings side. He earns a salary in the low six-figures and has saved throughout his career, putting 10%, on average, into a defined contribution plan.

He said he's an example of how the defined contribution environment — that's 401(k) territory, an environment without defined benefit plans, the traditional pension — can work "as long as you contribute, roll the money into an IRA when you change jobs, and invest for the long haul." A $20,000 rollover made years ago has more than quadrupled and is his biggest retirement asset. Most of the money is in a variety of low-cost stock mutual funds. He also has a small defined benefit plan, which was frozen.

THE VISION

After training financial reps on the importance of getting clients to really plan what their retirement will look like, Mr. Littell is realizing it's not so easy. "This idea that somehow you have this clear picture of what you want as you approach retirement is kind of a fantasy," he said. "Life's more fluid than that."

For example, the couple might want to move somewhere warmer, but haven't decided where yet. You have to know the details of housing costs to figure out how much you need to retire comfortably. There's a "crazy expensive" continuing care retirement community in California they're interested in, but if they move there, it means much higher expenses than for other options.

Mr. Littell's main Retirement Insurance Policy objective is one many people share: having the financial freedom to choose how he spends his time. He expects to work in retirement, educating consumers, but work won't be the highest priority, if his planning works. And he doesn't want to worry about that work being compensated.

THE FIRST CONSIDERATION


The wisdom of waiting as long as possible to take Social Security is one of the personal finance Ten Commandments. Here's how that works in Mr. Littell's situation.

The Social Security benefit paid at the full retirement age of 66 is 100% of what's called the primary insurance amount (PIA). Edward took Social Security at 70, so he got four years of what's called deferral credits. At 8% a year, those credits add up to a 32% increase, so he gets 132% of his PIA.

THE BALANCING ACT

Lots of people like the idea of guaranteed income in retirement plans, in theory. But who wants to lock up the bulk of their money? "For me, the real, visceral experience was about how much money I was willing to part with," Mr. Littell said. "It was more about a percentage — 15% to 20% of assets — than trying to get a specific income."

He definitely does want eventually to create a greater stream of income, but wants to buy it over a period of years. He can eliminate some of the risk of being heavily in equities as he nears retirement plans by locking in some income now — but doing it gradually means he won't have locked up his assets and be in a bind if a big health or other issue comes up.

THE SIMPLER PRODUCTS

The simplest annuity Mr. Littell and his husband own is a deferred income annuity on Edward's life. They paid $60,000 for it when Mr. Littell started focusing on retirement planning late last year, and it will start paying a little more than $500 a month when Edward turns 74, and keep paying as long as he lives. They chose an annuity that doesn't provide a benefit after Edward's death because it provides the largest lifetime income payout.

Another somewhat serendipitous element of his plan comes thanks to a low-cost variable annuity. He bought it long ago with money from a small inheritance, less because he wanted guaranteed income than to defer taxes on the account's growth. The account balance is invested in low-cost stock mutual funds.


Sunday, 31 May 2015

Steering Retirement Plans Company To Assured Benefits


Saving is a key priority for both young and old. Employees below the age of 40 tend to save for their retirement, ferreting away for a nest egg early in their career, even as their older counterparts in office tend to concentrate on the retirement plans of the employer.
Retirement plans at corporates has emerged as the top source of income for many employees. Minimal social security and inadequate awareness about suitable retirement savings options have resulted in employees becoming over-dependent on the retirement plans provided by employers, according to a new study by professional services company, Towers Watson.
``Most employees today want to retire early, and recognise the need to save more, irrespective of their age group. Our research has shown that the employer retirement plan is the most important method for saving for retirement, and is a key retention tool for most employees,'' said Anuradha Sriram, Director-Benefits, Towers Watson, India.
In an interaction with Business Line about the survey, Sriram said, ``Employees across the board tend to prefer guaranteed retirement benefits, since few employees have confidence in affording long spells in retirement, especially with increasing longevity and high inflation.''
The study noted that Indian employees are heavily dependent on their employers for post-retirement income, and that retirement benefits have emerged as an important retention driver at firms, and the numerous no option across all age groups.
Employees who are members of a retirement plan at their company, tend to believe that their most important income source during retirement would be their employer's retirement plan, followed by savings and investments and buying property.
``For employees above 40s, the retirement plan at their company is the most important method of saving for retirement. Our research also shows that when retirement plans meet employee needs, they provide a higher incentive to stay on with the current employer,'' she said.
The trend is accentuated amongst employees approaching retirement, with 78 per cent of those with a retirement plan surveyed stating that their retirement plan was the primary way they would save for retirement, compared to 68 per cent of those under forty.
Global field
It is not always higher pay and perks that drive workers. Given a choice between a better retirement provision and a larger base pay, employees have begun opting for generous and guaranteed retirement benefits. However, when given an independent choice between the various components of rewards, Indian employees tend to prefer a larger base pay hike across all age groups.
This contradiction, said Sriram, signalled a visible need for employers to enhance retirement education, and help employees understand the value of retirement benefits.
As the war for talent intensifies across industries, progressive employers would do well to re-examine the total rewards mix and leverage the benefits as a differentiator, she added.
As for corporates aiming to retain younger staff and cut down on attrition, Sriram said, ``Employers should ideally examine the total rewards mix, to align with the strong desire for generous benefits and guarantees. They (employers) need to provide tools for employees to plan for their retirement, and help them to save more and manage their financial risks. They should also provide flexibility in the benefits they offer, to cater to the diverse needs of their workforce.''
The survey was undertaken across 12 countries, with the participation of 22,347 employees working for large, non-government employers. The results showed that emerging economies like India and China tend to enjoy a higher savings culture, as compared to their western counterparts like the US and UK.
From India, there were 2,006 employee responses, of which 1,669 employees are members of a retirement savings plan. The Indian workers surveyed had an average age of 34 years, and a female population of 40 per cent. All the Indian respondents are employed at large, non-government establishments, and represent all job levels and major industry sectors.
With a majority of Indian employees expecting to retire around 60, despite a high savings rate, a large number are not confident of affording a long spell of retirement.
``Our research showed that for employees below 40 years of age, the retirement plan company is again the most important method for saving, after investing in property,'' said Sriram.
The global study aimed at examining employees’ preferences for financial security, and how they have been reshaped in recent years. The countries surveyed account for over 60 per cent of global GDP, and over 80 per cent of global retirement plan assets.

[source: http://www.thehindubusinessline.com/news/states/steering-retirement-plans-to-assured-benefits/article6605300.ece]

Wednesday, 27 May 2015

Retirement fund



Over 5 crore members of the Employees' Provident Fund Organisation (EPFO) will have to wait for a few months to be able to use the online PF withdrawal facility as the retirement fund body wants the system to be "fool proof".

After the launch of this facility, subscribers will be able to apply online for withdrawal of the provident fund which will be transferred directly to their bank accounts.

At present, the subscribers who wish to settle their accounts with EPFO are required to apply manually for withdrawing PF.

"We are working on it. But before launching it, we want it to be fool proof. We want a robust system as the retirement fund would go out of EPFO hands unlike in online PF transfer claims where money is transferred from one account to another PF account," said a senior official.

"For settling the PF account online, the accounts need to be verified online using Aadhaar database. Therefore, Aadhaar number seeding with the PF account is a prerequisite. All PF accounts are not seeded with Aadhaar so far," he said.

According to the information available, EPFO has not only become the registrar of Unique Identification Authority of India (UIDAI) for enrolment, but it is also an online authentication user agency of the authority.

That means that EPFO can verify the credentials of an applicant by using the Aadhaar database. But for that purpose seeding of Aadhaar number with the PF account is required. EPFO had issued over four crore portable Universal Account

Numbers (UANs) in July last year. EPFO has been seeding various KYC details with UANs like bank account and Aadhaar for improving the delivery of its services.

As per the data available on the EPFO website, the body has issued 4.37 crore UANs and 52.26 lakh account holders have provided their Aadhaar numbers for seeding with their portable PF account.

The official said that it is not mandatory for subscribers to submit their Aadhaar numbers but it would be required for high value online transaction like withdrawals where money would go out of EPFO.

He said that EPFO is creating awareness about the benefits of having the Aadhaar number and providing assistance to its subscribers to enrol under the project by organisation camps from time to time.

At present, EPFO subscribers are using a host of online facilities like transfer of PF and accessing accounts. However, the official said, it will take some time but online withdrawal facility would be a reality in near future.

[Source: http://profit.ndtv.com/budget/retirement-fund-bodys-online-pf-withdrawal-facility-to-take-time-report-746792]