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M&A speculation drove life/annuity stocks in 2Q2014

Life/annuity (L/A) stocks rose 4.3% in the second quarter of 2014 versus a 4.7% rise in the S&P 500 stock index, according to a new report from A.M. Best. The gain followed a 2.5% decline in the first quarter of the year.

Seventeen of the 24 stocks tracked for the A.M. Best analysis rose in the quarter, eight of which increased by 5% or more. The best performers were Protective Life Corp., Symetra Financial Corp. and Principal Financial Group, Inc., rising 31.8%, 14.7% and 9.8%, respectively. Kansas City Life Insurance Co. and StanCorp Financial Group, Inc. were the weakest stocks, falling 5.6% and 4.2%, respectively, according to the report.  

A.M. Best attributed much of the quarterly gains for L/A stocks to the enthusiasm that merger and acquisition (M&A) activity injected in the sector following the $5.7 billion proposed acquisition of Protective Life by Dai-ichi Life Insurance Co., Ltd.

L/A stocks, which were roughly flat before the announcement on June 3, 2014, rose 4.1% in less than a month after the proposal was made public. In fact, 23 of the 24 companies A.M. Best is tracking saw their share prices rise through quarter-end after the announcement.

An acquisition of this size and magnitude is significant for the global L/A industry, as it confirms Japanese insurers are looking at international opportunities to grow in the face of a shrinking domestic population. Large-scale M&A deals of this type typically pique investors’ interest in a sector. 

© 2014 RIJ Publishing LLC. All rights reserved.

Debt service can crowd out savings: LIMRA

American households in the 41-45 age group have an average of $158,887 in financial assets, while those in the 46-49 age group average $167,556, according to the LIMRA Secure Retirement Institute’s Fact Book on Retirement Income 2014.

LIMRA tracked the liabilities as well as the assets of these groups. Among the 41-45 age group:

  • 97% have a mortgage and an average mortgage debt of $166,921.
  • Beyond mortgage and credit card debt, 65% have on average $26,384 of other types of debt (car loans, student loans, personal loans, etc.).

Among ages 46-49:

  • 84% have a mortgage with an average mortgage debt of $209,342.
  • 71% have on average $50,654 of other debt, as defined above.

Advisors with clients in their 40s need to know what kind of debt load they are carrying, LIMRA said in a release.  If these key saving years are dedicated to servicing high debt, clients will lose a significant opportunity for long-term growth in their retirement accounts.

© 2014 RIJ Publishing LLC. All rights reserved.

Deloitte publishes annual DC benchmarking survey

In 2013 and early 2014, Deloitte conducted an online DC plan survey of 401(k) and 403(b) plans, collecting data from 265 plan sponsors. The report on the survey provides an overview of the plan features, policies, objectives, and attitudes of the DC plan sponsors participating in the survey.  

There continued to be limited interest in in-plan annuities, with 6% of plans offering this option in 2013, up from 4% in 2012. (See chart from report at right.) Four percent of plans offered exchange-traded funds (ETFs), a two percentage-point increase from 2012. Ten percent of plan sponsors indicated they are looking into adding an accumulation annuity to their current plan with 12% looking into adding an annuity purchase option and/or annuity selection software for final plan distributions.  

Deloitte DC Survey Chart on Income 2014

The 2013–2014 survey revealed that only 54% believe employees are informed of plan features and investment options. Eighty-two percent said that their record keeper/plan administrator offers valuable tools to educate employees and 65% indicated that an employee education campaign would be highly utilized and valuable to employees.

With the economic recovery having taken hold and market performance stabilized, the percentage of plan sponsors who chose “uncertain economy/job market” as the key reason for lack of employee participation in the DC plan fell sharply to 14% in 2013 from 24% in 2012. Thirty-percent of respondents in 2013 cited “lack of awareness or understanding,” compared to 21% in 2012. Of those plan sponsors citing “other” as the primary reason (20%), the most common write-in responses related to prioritizing other financial goals and obligations ahead of retirement, and a perception by employees that they cannot afford to contribute.   

The 2013–2014 survey showed little change in average deferral percentages (ADP). For non-highly compensated employees (NHCEs), the median ADP was 5.2% (compared to 5.6% in 2012), while the median ADP for highly compensated employees (HCEs) was 6.9% (compared to 7.0% in 2012).

Fourteen percent of plan sponsors have different contribution limits for HCEs and NHCEs, while 50% have the same limits and 36% do not limit employee contributions other than the regulatory limits (compared to 34% in 2012). Four percent of organizations increased maximum contribution percentages for participants in the past year.   

In terms of core investment options, there are few surprises at the top of the list with DC plans:

  • 85% offer actively managed domestic equity
  • 81% offer general/core bond
  • 80% offer actively managed global/international equity
  • 77% offer stable value/Guaranteed Investment Contract (GIC)
  • 77% offer lifecycle funds (time based)
  • 73% offer passively managed domestic equity

Survey findings revealed some upward trends in options for a DC portfolio with 2013 results compared to 2012, with:

  • 37% offering real estate funds compared to 31%
  • 28% offering self-directed brokerage compared to 22% — this option is more common among plans with more than 10,000 employees at 44%
  • 26% offering lifestyle funds (risk based) compared to 23%
  • 14% offering socially responsible funds compared to 6% — this option is more common among plans with fewer than 1,000 employees at 30%
  • 14% offering custom/hybrid funds compared to 9%

Proprietary funds make up a high portion (76%-100%) of a fund lineup in 9% of plans, ramping down to a moderate portion of the lineup (26%-75%) in 33% of plans then dropping to a lower portion of the lineup (0%-25%) in 58% of plans. Surprisingly, there was no clear difference in proprietary fund usage based on plan size. Fund lineups were composed of more than 75% proprietary funds for 9% of plan sponsors with fewer than 5,000 employees and for 9% with more than 5,000 employees. 

The most common arrangement sponsors have for payment of administration and recordkeeping fees is through investment revenue with no additional fees, with 47% of respondents indicating this arrangement. The number of plan sponsors reporting this arrangement, however, continued to decline from 55% in 2011, to 51% in 2012, and to 47% in 2013.

From a plan size perspective, 57% of plans with under 5,000 employees pay no additional fees, while only 33% of plans with more than 5,000 employees use this arrangement. Approximately 30% of respondents report being charged a direct fee by their record keeper, a slight decrease from last year, but nearly equal to 2011 levels. Other fee arrangements, cited by 14% of plan sponsors, included combinations of per-participant and/or asset-based fees with revenue sharing.

Overall, most plan sponsors (71%) continue to use a single vendor to coordinate all services and funds with a bundled recordkeeping structure. Based on survey data, 403(b) plans are more likely to have a bundled recordkeeping structure at 88%. The story changes when looking at plan size. For the largest plans (more than 10,000 participants), only 57% utilize a single vendor. Just over half of survey respondents (54%) report vendor service agreements of three years or less.

A noteworthy decline in importance was seen in fee disclosure regulations from 73% in 2012 to 60% in 2013, likely attributable to the fact that the new requirements are fully implemented and have a year’s experience behind them. Similar to last year, eight out of 10 respondents (82%) characterized participant response to fee disclosures as neutral. On the employer side, approximately half of sponsors (55%) reported a neutral response.

Significant shifts were also recorded in 2013 with respect to the level of participant activity with their DC plans. Respondents reported the number of employees performing a significant level of activity jumped to 27% compared to 14% in 2012. This suggests that the level of interaction is growing for participants, possibly fueled by the ease-of-access via mobile devices as noted above.

© 2014 RIJ Publishing LLC. All rights reserved.

The Bucket

New investment options for customers of Lincoln Retirement Plan Services

The Lincoln Director employer-sponsored retirement plan program has enhanced its Ibbotson Insight Series investment lineup, Lincoln Financial Group’s Retirement Plan Services business announced. Ibbotson can provide fiduciary services to plans that follow all or most of its fund recommendations.  

The Ibbotson Insight Series now offers three preset lineups and, for plans looking to select their own funds, more than twice as many investment options. The investment lineups address the individual investment preferences of participants based on an employer’s workforce demographics. The lineups can also include target date funds (TDFs) and Qualified Deferred Investment Alternative (QDIA) investment options.

“The new lineups are designed to provide small market plan sponsors and their advisors with more flexibility in both fund and lineup selection, help small market plan sponsors meet their fiduciary responsibilities, and offer their participant population a valuable retirement plan benefit,” Lincoln said in a release.

The three enhanced workforce fund lineups vary by complexity and investment preference and are distinguished by the number of investment options, percentage of equity options, number of alternative strategies and investment mandates. Workforce profiles are used to help plan sponsors and advisors determine the investment lineup that best matches their organization’s workforce characteristics, including financial literacy, investment experience, sponsor-driven education efforts, participant engagement, time horizon and investment preferences.

The types of investment approaches now available through the Lincoln Director program include:

  • “Workforce” – An option constructed of three investment lineups – Ibbotson Fundamental, Ibbotson Standard and Ibbotson Extended–that includes a predetermined set of investment options based on workforce profile characteristics, and is designed to meet the needs of varying employee populations while offering 3(21) or 3(38) fiduciary services for the plan sponsor.
  • “Choice” – An option that allows the plan sponsor and advisor to select investment options from predetermined asset categories defined by Ibbotson. This lineup closely models the Workforce lineup, but allows the plan sponsor additional flexibility to select specific funds while still receiving fiduciary services.
  • “Custom” – These lineups are available for plan sponsors who would like to select their own investment options from the full investment universe without any limitations. Ibbotson fiduciary services are not available with this lineup.

With the Workforce and Choice options, Ibbotson, a registered investment advisor and wholly owned subsidiary of Morningstar, Inc., can act as a 3(21) or 3(38) fiduciary in selecting and monitoring investment lineups.

Milligan retires from Ariel Holdings

Global Atlantic Financial Group Limited (Global Atlantic) has announced that Tom Milligan, Co-CEO of its Ariel Holdings Limited subsidiary, will retire upon the closing of the planned sale of Ariel Re companies to Banco BTG Pactual S.A. (BTG Pactual). Milligan has been with Global Atlantic for nine years, predating the company’s separation from Goldman Sachs in 2013. Tom Hulst, currently Co-CEO overseeing all underwriting and business operations, will remain in the role of CEO at the close of the transaction, which is currently pending regulatory approvals.

“When the sale of Ariel Re to BTG Pactual closes, the time will be right for me to step down,” Milligan said in a release. “Ariel has an outstanding team and track record and the business will be in great hands with Ariel Re leadership team and its new owners.” 

© 2014 RIJ Publishing LLC. All rights reserved.

 

Older, wealthier U.S. households grew more so in 2000s: Census

Older, wealthier Americans—people who tend to have the most investments and the most home equity—grew significantly wealthier in real terms during the first decade of the 21st century, according to a new report from the U.S. Census Bureau.

The country as a whole got poorer. Median household net worth, or household wealth, an important barometer of economic well-being in the United States, declined by $5,046, or 6.8%, between 2000 and 2011, according to the Census Bureau. (All figures are in constant 2011 dollars.)

But some demographic segments gained wealth. For Americans ages 65 and older, the real median household net worth increased between 2000 and 2011, with the age 65-to-69 subgroup seeing the largest increase ($40,000 or 25.9%).  

Most of the gains in the age 65+ category went to those in the higher wealth quintiles. (One-fifth of the population is in each quintile). Median net worth decreased for those in the first quintile and showed no significant change for those in the second quintile. But net worth increased by $57,423 (19.9%) for the fourth quintile and by $158,398 (21.4%) for the highest quintile.

For in the 44-to-54 and the 54-to-64 age groups, real median wealth fell in every quintile from 2000 to 2011. There were clear declines for those in the bottom three quintiles of this age group and statistically insignificant declines in the top two quintiles. 

Twenty percent of Americans had little or no household wealth in 2011. All of those in the lowest wealth quintile—regardless of age—saw their median household wealth decline in the 2000s. The youngest members of this quintile (under age 35) saw their median wealth drop from to negative $22,646 from negative $11,971. Median wealth among those ages 34 and 44 fell to minus $14,700 from minus $2,683.

In percentage terms, the wealthiest African-Americans experienced the greatest relative gain in household wealth during the 2000s. The real median household wealth of blacks in the highest wealth quintile rose 62.8% in that period, with an absolute increase of $88,353. 

Net household wealth is the difference between household assets and liabilities. Assets include the value of homes and rental property, savings and investments inside and outside retirement plans, vehicles, and checking accounts. Liabilities include mortgage debt, vehicle loans, credit card debt, educational loans and medical debt not covered by insurance.

© 2014 RIJ Publishing LLC. All rights reserved.

This is your brain on money


On October 16, 2014, public television stations will take a light-hearted but ambitious look at the topic of behavioral finance when they broadcast “Thinking Money: The Psychology Behind Our Best and Worst Financial Decisions.”    

The show “uses a mix of humor, on-the-street interviews and provocative insights from innovative thinkers to explore why we spend, save (or don’t), and how we think about money,” according to producers Rocket Media Group, the FINRA Investor Education Foundation and Maryland Public Television.

In the program, host/reporter Dave Coyne—no pun intended, apparently—travels with a video crew “from Wall Street to Main Street” to find out how “our brains — and the marketplace — maneuver to get us to spend money we shouldn’t.”  

Behavioral economists have found “We all have a natural desire to buy things even though our long-term futures depend on saving, not spending,” the show’s advance publicity said. “An unrealistic optimism about our future wealth — a bias towards overconfidence — combined with an illusion of invulnerability make us not just poor savers, but more susceptible to fraud and risky investments.”

The documentary shows how natural biases affect our ability to make complex, long-term decisions. “The rational brain simply rationalizes what the emotional brain has already decided to do,” says noted Stanford neuro-economist Dr. Baba Shiv. “The only long-term solution for this is to make saving more sexy . . . for the brain.”

“Thinking Money” will explore these aspects of behavioral finance: 

  • How Americans’ increasing financial fragility has led to a boom in “downmarket” and predatory lending. Payday loan stores now outnumber all the McDonald’s, Starbucks and Targets in the U.S. combined;
  • Why too many choices can be paralyzing when it comes to small and large decisions;
  • How having a good “nudge” can help you achieve your financial goals;
  • How “confirmation bias,” our tendency to focus on evidence that confirms our beliefs and ignore evidence that doesn’t, impacts our financial decisions;
  • How employers use “choice architecture” and “the power of defaults” to encourage saving.

Rocket Media Group, LLC, is a Washington, DC-area Emmy Award-winning production company. It teamed with former Dateline NBC producer John Greco to write and produce the documentary. The FINRA Investor Education Foundation “supports innovative research and educational projects that give underserved Americans the knowledge, skills and tools necessary for financial success throughout life.” Maryland Public Television is a nonprofit, state-licensed public television network and member of the Public Broadcasting Service (PBS).

© 2014 RIJ Publishing LLC. All rights reserved.

FIA sales could reach $50 bn in 2014: LIMRA

Fixed indexed annuity sales reached a record $13 billion in the second quarter of 2014, according to the LIMRA Secure Retirement Research Institute. Total U.S. annuity sales reached $61.4 billion in the quarter, up 8% over the same period in 2013. Total U.S. annuity sales were up 10% for the first half of the year.

Jackson National was again the overall annuities leader, with $13.5 billion in sales in the second quarter, of which $12.7 billion was in variable annuity sales. The AIG Companies were next with $6.2 billion in variable annuity sales and $9.3 billion overall.  

“This is only the second time we have seen quarterly sales over $60 billion since the third quarter of 2011,” said Todd Giesing senior analyst, LIMRA Secure Retirement Institute Annuity Research. “Despite declining interest rates during the first six months of this year, fixed annuity sales continue to drive overall annuity sales growth.”

Total fixed annuity sales were $25.2 billion in the second quarter, up 34% versus the prior year. Year-to-date (YTD), fixed annuity sales equaled $49.1 billion, a 39% increase from 2013.

Annuity Sales Estimate 2Q 2014 LIMRA

Sales of fixed rate deferred annuities (Book Value and MVA) grew 30% in the second quarter, compared with prior year. Fixed-rate deferred annuities reached $15.8 billion in the first half of the year, a 42% increase compared to last year.

Index annuity sales grew 40% in the second quarter, setting a new quarterly record of $13 billion.  This is the first time that quarterly index annuity sales have accounted for more than 50% of total fixed annuity sales, with second quarter sales accounting for 52% of total fixed sales. YTD, indexed annuity sales grew 41%, totaling $24.3 billion. 

“With a record quarter of index annuity sales driven by product innovation and expansion of distribution, sales may be pushing $50 billion for 2014. There is nothing to indicate that sales will significantly drop in the near future,” Giesing said.

Indexed annuity guaranteed living benefits (GLBs) election rates continue to be strong, with 72% electing a GLB when available (four percentage points higher than in the first quarter).

Deferred income annuity (DIA) sales reached $710 million in the second quarter, 33% higher than prior year.  In the first six months of 2014, DIA sales jumped 43%, totaling $1.3 billion.  The top three writers continue to drive most of the DIA sales, accounting for 85% of sales.

Single premium immediate annuity sales were up 37% in the second quarter to reach a record-matching $2.6 billion. LIMRA Secure Retirement Institute research shows that this is industry-wide growth — not coming from just one carrier.

Variable annuity sales fell five percent in the second quarter, totaling $36.2 billion.  YTD, VAs reached $70.4 billion, a four percent drop from 2013.  Many of the top VA sellers are focusing on diversification of their VA GLB business, LIMRA Secure Retirement Institute researchers said. In the second quarter, a few of the top companies entered the market with accumulation products without a GLB rider. Election rates for GLB riders, when available, were 78% in the second quarter of 2014.

LIMRA Secure Retirement Institute’s second quarter U.S. Individual Annuities Sales Survey represents data from 95% of the market.

© 2014 RIJ Publishing LLC. All rights reserved.

“I’m delaying Social Security until age 70. How do I pay for Medicare before then?”

Q. If I enroll in Medicare Part B when I turn 65 but delay taking Social Security benefits until age 70, how do I pay for Medicare in the meantime? Aren’t Medicare premiums typically deducted from Social Security benefits?

A. You can pay your Part B premiums by check or electronically, according to a Social Security Administration spokesperson. After you enroll in Medicare, you’ll get a bill for your premiums every three months. The bill will include an address telling you where to send the payments. You can mail Uncle Sam a check, or you can automatically transfer the payment from your bank or other financial institution. When you start receiving your Social Security benefits, the government will automatically deduct the Medicare Part B premium from your monthly payments.

© RIJ Publishing LLC. All rights reserved.

Exodus from U.S. equity funds continues in July

Investors withdrew $11.4 bn from U.S. equity funds in July, according to Morningstar’s monthly report on mutual fund asset flows. It was the third consecutive month of outflows, following net withdrawals of $8.3 bn in June and $6.9 bn in May.  

Overall flows into long-term mutual funds remained positive in July at $14.4 billion, but this total is noticeably lower than in recent months. Morningstar estimates net flow by computing the change in assets not explained by the performance of the fund. 

Other highlights from the report were:

  • Taxable-bond funds continued to see strong inflows despite declining interest rates. For the past three months, taxable-bond funds have seen the greatest inflows among all category groups.
  • Despite the strong month for the taxable-bond category group overall, high-yield bond funds saw outflows of $7.9 bn in July after much milder redemptions of $466 million in June and inflows of more than $1.2 bn in each of the previous months of this year except January. Bank-loan funds also saw sizeable outflows of $1.9 billion.
  • Even though U.S. equity funds saw outflows, Vanguard Total Stock Market Index, Vanguard Institutional Index, and Vanguard Total International Stock Index recorded July inflows of $2.6 bn, $2.2 bn, and$1.8 bn, respectively.
  • With four of the five top-flowing funds for the month, Vanguard topped all providers in terms of July inflows, while Fidelity suffered the greatest provider-level outflows as a result of large redemptions from two of its flagship active U.S. equity funds.
  • Passive funds continued to dominate, collecting $14.1 bn in July compared with inflows of $0.3 bn for active funds.

© 2014 RIJ Publishing LLC. All rights reserved.

Talk exceeds progress on state-run private retirement plans

Six states have considered legislation this year that would create state-run individual retirement accounts for private-sector workers, according to data from the National Conference of State Legislatures.

In the past, a handful of other states have passed laws to assess the costs and benefits of offering state-run retirement plans for private-sector workers who don’t have access to them at work. So far no state has such a plan, but California and Massachusetts are close.

About half of U.S. workers do not have access to a 401(k) or other types of retirement plans. Workers without access can open personal IRAs, but backers of state-run plans say people want the convenience of a workplace savings option. 

Advocates say the state legislatures are the best place to address this issue. Despite the recent announcement of the federal “MyRA” savings plan, the National Institute on Retirement Security maintains that a uniform federal solution may not be ideal, because the states’ private-sector workforces are at different levels of retirement readiness.

“New York is not going to have the same need as Alabama,” said Hank Kim, executive director and counsel for the National Conference on Public Employee Retirement Systems (NCPERS), in a press release. “Let the politics and needs of each state dictate how they address retirement security.”

NCPERS’ model plan for the states, the Secure Choice Pension, is a defined benefit cash balance plan where workers’ retirement savings would be reported like a 401(k) balance. The plan would be fully portable. 

California is the closest to implementing a state-run plan. In 2012, Gov. Jerry Brown signed a law requiring all private-sector businesses with five or more employees that do not offer a retirement plan to automatically enroll workers into the plan via existing payroll deduction systems. The system startup hinges on a market and feasibility study that is due at the end of the year.

Some observers think states should stay out of the retirement business for private workers. In Connecticut, where a task force is studying the concept, the business community argued that a state-run plan could compete with private plan providers and create headaches for business owners. Oregon is also studying the idea. A 2013 study from AARP showed that half of Oregonians ages 45 and older don’t have retirement plans through a previous employer.

© 2014 RIJ Publishing LLC. All rights reserved.

The Bucket

DB pension funded status declines in July: Milliman

In July, the 100 largest defined benefit pension plans sponsored by U.S. public companies fell by $5 billion in funded status, the result of a $3 billion decrease in liabilities and an $8 billion decline in asset value, according to Milliman Inc.’s Pension Funding Index. 

“For months it’s been interest rates driving up the deficit, but in July the rates cooperated and it was instead poor financial market performance negatively impacting funded status,” said John Ehrhardt, co-author of the Milliman 100 Pension Funding Index. “We’ve seen the deficit increase by more than $70 billion so far in 2014.”

This month’s study includes perspective on how the Highway and Transportation Funding Act of 2014 (HATFA) may affect pension contributions next year.

If the Milliman 100 pension plans achieved the expected 7.4% median asset return for their pension portfolios, and if the current discount rate of 4.10% were maintained, funded status would improve, with the funded status deficit shrinking to $237 billion (86.1% funded ratio) by the end of 2014 and to $202 billion (88.2% funded ratio) by the end of 2015.

To view the complete study, go to http://us.milliman.com/pfi/. 

New York Life receives highest strength rating from Fitch

Fitch Ratings has affirmed New York Life Insurance Company’s (New York Life) Insurer Financial Strength (IFS) rating at ‘AAA’, the highest rating. Fitch has also affirmed all other ratings assigned to New York Life and certain subsidiaries.  The rating outlook is Stable.

In explaining the rating, Fitch cited New York Life’s “leading market position, extremely strong capitalization, and solid operating profile with favorable risk-adjusted profitability. The ratings also consider the company’s above-average exposure to risky assets and ongoing challenges related to the protracted low interest rate environment.”

The mutual insurer has a leading position in the U.S. life insurance and annuity markets, diversified business mix, and low-risk product strategy, Fitch said in a release. Key competitive strengths included a strong brand name, well-established market positions, effective career distribution system, and predictable cash flows from individual participating whole life insurance, income and market value-adjusted annuities, and variable annuities without aggressive living benefit guarantees.

Fitch noted that New York Life expanded its statutory surplus by 10% to $21.5 billion at year-end 2013, largely driven by earnings and unrealized investment gains during the year. Fitch estimated the insurer’s NAIC risk-based capital (RBC) ratio of 578% as of March 31, 2014. New York Life’s financial leverage, defined as surplus notes to total adjusted capital (TAC), remains low at 9.3% at year-end 2013.

New York Life reported higher operating earnings in 2013, partially due to greater asset-based fees driven by favorable capital market performance and sales activity, which was somewhat offset by modest spread compression in interest rate-sensitive business. Fitch believes that New York Life’s exposure to potential economic headwinds and the low interest rate environment is manageable.

New York Life’s risky assets ratio (measured by below investment-grade bonds, common stocks, schedule BA other invested assets, and troubled real estate as a percentage of total adjusted capital) remained above industry average at 120% as of March 31, 2014. The company’s asset-liability management strategy matches a diversified portfolio of limited partnerships and other private equity investments with participating business lines. New York Life’s well-diversified, liquid investment portfolio continues to perform well with minimal credit-related impairments in 2013.

Hedge fund assets reach six-year high in June

The hedge fund industry took in $7.7 billion (0.3% of assets) in June, down from $19.1 billion (0.8% of assets) in May, according to BarclayHedge and TrimTabs Investment Research.

“First-half inflows to hedge funds this year totaled $82.5 billion (3.8% of assets), the most since 2007,” said Sol Waksman, president and founder of BarclayHedge. The industry took in $26.8 billion (1.5% of assets) in the first half of 2013.

Industry assets climbed to a six-year high of $2.35 trillion in June, according to estimates based on data from 3,441 funds.  Assets rose 21.0% in the past 12 months but were down 3.6% from the all-time high of $2.4 trillion in June 2008.

The hedge fund industry gained 1.4% in June, according to the monthly TrimTabs/BarclayHedge  Hedge Fund Flow Report. While this performance was the best in four months, it was less than the S&P 500’s 2.1% gain.  In the past 12 months, hedge funds returned 10.8%, while the S&P 500 gained 24.6%.

“Equity Long-Only funds had the best returns in June, gaining 3.4% and outperforming all other fund categories,” said Waksman, who also noted that Convertible Arbitrage funds fared worst, edging up 0.4%.

The monthly TrimTabs/BarclayHedge Survey of Hedge Fund Managers finds hedge fund managers narrowly divided on the short-term prospects for U.S. equities. July’s survey found 37.2% of respondents were bullish on the S&P 500 over the next 30 days, while 34.6% were bearish.  Optimism on the U.S. Dollar Index rose to a two-year high, while bullish sentiment on gold hit a five-month high.  The proportion of managers expecting crude oil prices to rise dropped to the lowest level in six months.

Liquid-alts option created for qualified plans

Alta Trust Co. and ETF Model Solutions LLC have collaborated to launch the Endowment Collective Fund (CUSIP: 26923F105), an investment option for the defined contribution market.

The Endowment Collective Investment Fund (CIF) is designed to give qualified plan participants exposure to “liquid alts”—exchange-traded funds (ETFs) that hold private equity, hedge strategies, real assets and other alternative assets. Its current allocation is 40% global equity, 20% global fixed income and 40% liquid alternatives.

CIFs are pooled investment funds available only to qualified retirement plans. They are regulated by state and federal organizations, such as the Office of the Comptroller of the Currency. Like mutual funds, CIFs are priced daily through the NSCC. 

The Endowment CIF is intended to improve on target date or balanced funds in four ways:

  • Added protection for the plan sponsor; both the trustee and the manager of the CIF serve in a fiduciary capacity;
  • Lower portfolio volatility than portfolios with greater equity allocations due to its hedge strategy holdings;
  • Protection from inflation due a greater allocation to real assets, such as commodities, precious metals, real estate and infrastructure investments; and,
  • Lower interest rate risk due to a smaller allocation to fixed income investments.

The Endowment CIF uses a core-satellite portfolio construction. Low-cost, cap-weighted equity and fixed income ETFs comprise the core allocation of the asset class. Fundamentally weighted funds are used to pursue alpha.  

Alta Trust maintains selling agreements with most major retirement plan platforms. Plan advisors can offer the Endowment CIF to their plan sponsor clients through their existing platform relationships. Plan sponsors can add the Endowment CIF to their plans through a simple participation agreement, while maintaining their current investment options as well as their existing advisor/TPA/recordkeeping relationships.

ETF Model Solutions LLC is a third-party ETF strategist specializing in customizable ETF-based asset allocation models. Alta Trust (Fund Trustee) acts as trustee for collective investment funds and provides daily oversight of fund trading activity and accounting as well as annual auditing for qualified plans. 

© 2014 RIJ Publishing LLC. All rights reserved.

AllianceBernstein launches fiduciary-minded TDFs

AllianceBernstein is launching a new series of target date funds called “AllianceBernstein Multi-Manager Select Retirement Funds,” the $480 billion asset manager announced this week.

Craig Lombardi, head of AllianceBernstein’s DCIO (defined contribution investment-only) business, told RIJ that the new series was designed to fit plan sponsors’ demands for funds and fund structures that meet rising fiduciary standards—standards that have been heightened by Department of Labor initiatives and class action lawsuits against plan sponsors.

According to a AllianceBernstein release, the development of the multi-manager series “addresses issues that the U.S. Department of Labor (DoL) has identified in its ‘Tips for ERISA Plan Fiduciaries,’ noting that non-proprietary target-date funds could offer advantages to plan participants by diversifying their exposure to investment providers.”

The all-in costs of each fund will be 65 to 90 basis points and AllianceBernstein will market them mainly to small and mid-sized plans. The funds are expected to be available for purchase by early November 2014.

Co-managed with Morningstar Associates, LLC, the registered investment advisor unit of Morningstar, Inc., the series will invest in funds managed by AQR, Franklin Templeton, MFS, PIMCO and others, in addition to AllianceBernstein.

“Our question was, what’s the next stage in the evolution of target date funds? After talking to advisers and plan sponsors, we decided that ‘2.0’ in TDFs will be a multi-manager concept” as opposed to proprietary funds managed by a single firm, Lombardi told RIJ in an interview this week.

To help ensure objectivity, AllianceBernstein will serve as general manager of each TDF but rely on Morningstar to choose the sub-managers. “Morningstar will have full discretion over the selection of the managers of the underlying funds,” he added. “The funds will have our expertise on glide path design. We’ll be able to dynamically de-risk or re-risk, in order to get better outcomes through good or bad markets.”

AllianceBernstein will market its new series mainly to small and mid-sized firms rather than the already crowded large-plan market, which is dominated by the three big proprietary TDF managers, Vanguard, Fidelity and T. Rowe Price.

“We already manage more than $21 billion in custom target-date portfolios for large defined contribution plans and we will continue to design offerings for plans of all sizes that assist sponsors and their advisors with their evolving needs,” said Richard Davies, head of defined contribution and co-head of North America Institutional at AllianceBernstein, in a statement.

To meet plan sponsors’ concerns about fund fees, the new series will include the least expensive fund class, Lombardi said. “We tried to price this product line at a slight premium over the large proprietary active TDF managers—such as Fidelity Freedom funds—but at a slight discount to competing multi-manager funds,” Lombardi told RIJ.

He noted that AllianceBernstein hopes to capture up to two percent of the $1.7 trillion TDF market with its new series, which would be $34 billion. The multi-manager series will run parallel to AllianceBernstein’s existing Retirement Strategies series of TDFs, he said.

© 2014 RIJ Publishing LLC. All rights reserved.

Fidelity settles suit for $12 million, revises its own 401(k) plan

Fidelity has settled two lawsuits filed last year by its own employees over allegations that they violated ERISA in the administration of their own 401(k) plan by charging excessive fees and committing prohibited transactions.

The motion for settlement filed in Bilewicz v. FMR LLC and in Yeaw v. FMR LLC and the accompanying settlement agreement provides for $12 million to be paid to the class and for the plan to make available a wide selection of both Fidelity and non-Fidelity mutual funds.

“Fidelity’s settlement of this case is somewhat surprising as [the firm has] typically vigorously defended itself in other excessive fee litigation. On the other hand, no substantive decisions had yet been made in the case and the cost of litigating this case through summary judgment had their motion to dismiss been denied, would likely have been multiples of the $12 million paid to settle the case,” wrote Thomas E. Clark of FRA PlanTools on his blog

“For plan sponsors that have Fidelity, the affirmative relief should be of particular interest, as it may serve as a road map of what kind of services are considered best in class when provided by Fidelity (such as K share classes or offering funds from multiple families).”

Fidelity’s plan will continue to offer the Fidelity Freedom Funds–Class K as the qualified default investment alternative and Fidelity’s portfolio advisory service, Portfolio Advisory Services at Work (PAS-W), as a free source of guidance.    

For eligible employees, Fidelity is increasing the contribution rate upon auto-enrollment to 7% from 3% of eligible compensation, and will default current participants who are currently deferring less than 7% to 7% of eligible compensation. Fidelity will apply its match to those increased contributions.

The Plan shall provide that revenue sharing attributable to non-Fidelity mutual funds shall be credited to participants in the same way as revenue attributable to Fidelity mutual funds and collective trusts pursuant to the 8th amendment to the 2005 restatement of the Plan is credited to participants. This revision to the Plan shall remain in effect for at least three years.

The lawyers representing the plaintiffs have been appointed as class counsel for the purposes of settlement and will be filing a motion for attorney’s fees at a later time. The amount they will be requesting was not disclosed in the settlement agreement.

Each named plaintiff has asked for a specific request of $5,000 for their work in bringing the case. In exchange for the monetary payment and affirmative relief, the plaintiffs have agreed to an extensive release of claims related to the allegations in the complaint.

However, the claims against Fidelity regarding float interest in “In re Fidelity ERISA Float Litigation” have specifically been carved out and that case will continue to move forward.

© 2014 RIJ Publishing LLC. All rights reserved.

Denmark’s ATP pension switches to 15-year guarantee

The Danish statutory pension fund ATP is shortening the length of its return guarantees on pension contributions to 15 years to increase its investment flexibility and therefore the potential pensions it pays out, IPE.com reported. The new regime starts January 2015.

ATP manages Denmark’s workplace-based pension, which supplements the basic state pension. Contributions to the plan finance a lifetime income rather than a lump sum at retirement, with payments based on a guaranteed rate of return.  

“The purpose of the current adjustment is to better safeguard the purchasing power of pensions, while taking the lower liquidity [of long-dated bonds] into account,” said ATP chief executive Carsten Stendevad.

ATP took the step largely to decrease the interest-rate sensitivity for young members, he said. Today’s 20-year-old plan members, for example, are highly dependent on the initial return guarantees they are given. All existing guarantees will remain unchanged, and the change will apply only to new contribution payments, affecting members born in 1964 or later, ATP said.

While current guarantees set a return for as long as 80 years, under the new system, each year’s contribution will be guaranteed a certain return for 15 years, based on prevailing interest rates.

When this 15-year period ends, that year’s contribution will be guaranteed a return for another 15 years, again set at the latest market interest rate, and so on until retirement.

From the participant’s point of view, the guarantee will only increase, and never decrease, ATP said.

This is because the initial 15-year guarantee assumes a zero rate of return following that 15-year period, whereas in reality that portion of the pension will then grow at the rate set under a subsequent guarantee.

Under this new method, ATP members technically have a very low level of guaranteed lifelong pension income at the beginning, but are given a prognosis of the amount their eventual pension is expected to be under subsequent 15-year return guarantees.

By promising scheme members a rate of return on their contributions that is only fixed for 15 years at a time, ATP reasons it will be able to get higher returns with lower costs because it will have a wider variety of financial instruments to choose from to hedge those promises than is the case now. This is because liquidity at the long-end of the yield curve is much lower than it is around the 15-year mark.

“Giving a guarantee for 80 years forces us to the longest end of the curve where liquidity has been falling,” Stendevad said. “Here, it gets us to the point of the curve where it’s more liquid.”

Apart from this, interest-rate derivatives, which are used for hedging, have become more expensive at longer maturities of 40 years, for example, and are expected to become still more costly in the future, according to ATP.

Stendevad said the most important aspect of the change was that it helped scheme members because it was more reflective of the actual level of interest rates over the years, while for ATP as an investor, the move provided more investment flexibility.

ATP said it would still hedge the new guarantees fully, but that the interest-rate sensitivity of these guarantees would be considerably lower than that of the current guarantees.

The change should be seen in the context of the new discount yield curve ATP implemented last autumn to value its existing pension liabilities, the pension fund said.

It said this had reduced the interest-rate sensitivity of existing guarantees by 25%.

© 2014 RIJ Publishing LLC. All rights reserved.

Many participants would prefer bigger match, lower pay

If the choice were offered, 43% of workers would accept lower take-home pay in exchange for a bigger employer contribution to their 401(k), a Fidelity Investments survey showed. Only 13% of those surveyed said they would take a job with no company match, even if it came with a higher pay level.

Employer contributions represent more than 35% of the total contributions on average to an employee’s workplace savings account, Fidelity said in a release. The giant retirement plan provider recommends a total retirement saving rate of 10% to 15% of salary.

According to the study, 42% of those surveyed are not saving outside of their 401(k). Fidelity recommends that individuals save enough to replace 85% of their net final pay, and more than half of that income is expected to come from personal savings.

Current Fidelity 401(k) data on almost 13 million plan participants show that 79% of workplace savings plans offer an employer match or profit-sharing. As of June 30, 2014, the average employer contribution was 4.3%, and employers contribute an average of $3,540 per employee annually, which is more than $1,000 higher than the average employer contribution 10 years ago.

© 2014 RIJ Publishing LLC. All rights reserved.

The Bucket

Inertia continues to dominate 401(k) behavior: TIAA-CREF

Over one-third of Americans who contribute to an employer-sponsored retirement plan (36%) have never increased the percentage of salary that they contribute to their company’s plan, according to a new TIAA-CREF survey of 1,000 adults nationwide.

An additional 26% of workers have not increased their contribution in more than a year. According to TIAA-CREF, these findings, coupled with the fact that 44% of American employees save 10% or less of their annual income, indicate that many employees could improve their retirement readiness by regularly upping their contribution rate.

The survey found that more than half (53%) of employees with company retirement plans were not automatically enrolled in their companies’ plans. About 37% of respondents who were not automatically enrolled in a plan reported waiting six months or longer to enroll, and one in four employees (24%) waited a year or more.

The survey also found 57% of workers did not increase their plan contribution after their last raise, usually citing the need to pay pressing bills. One-quarter (25%) of respondents say they did not increase their contributions after their last raise because they were already contributing the maximum amount to their retirement plan, although men (33%) were nearly twice as likely as women (17%) to be contributing the maximum amount allowed.

Millennials (ages 18-34) were more likely than any other age group to increase savings after a raise (52%). Of those Millennials who did not increase savings after a raise, 23% did not do so because they were already contributing the maximum.

In other findings:

  • One-quarter (25%) of workers have never changed to the way their money is invested.
  • 28% have not changed to how their money is invested in more than one year.
  • Millennials were much more likely to have changed how their money was invested in the past year than those 35 and older (59% vs. 42%).
  • One-third (34%) of those age 55 and older say they have never changed the way their money is invested; they are less likely to have taken the steps necessary to transition from saving to generating lifetime income.  

 

Jackson reports 20% higher income in first half of 2014

Jackson National Life generated a record $1.1 billion in IFRS (International Financial Reporting Standards) pretax operating income during the first half of 2014, an increase of 20% percent over the first half of 2013, a subsidiary of Prudential plc announced.

The increase was driven by higher fee income on higher separate account assets under management (AUM), both of which were driven by strong net flows and positive market appreciation during the first half of 2014. Jackson recorded sales and deposits for the first half of $15.9 billion, up 16% over same period last year.

“This excellent first-half performance allowed Jackson to remit a $580 million dividend to our parent company while maintaining a strong capital position,” said Mike Wells, Jackson president and CEO, in a statement. As of August 11, 2014, Jackson had the following financial strength ratings:

  • A+ (superior) — A.M. Best (second-highest of 16 rating categories);
  • AA (very strong) — Standard & Poor’s (third-highest of 21 rating categories);
  • AA (very strong) — Fitch Ratings (third-highest of 19 rating categories);
  • A1 (good) — Moody’s Investors Service, Inc. (fifth-highest of 21 rating categories).

 

BNY Mellon promotes Michael Gordon

BNY Mellon, a global leader in investment management and investment services, has named Michael Gordon to head its new Retirement and Strategic Solutions group.  This unit is dedicated to meeting current retirement needs, anticipating next-generation needs and developing customized, comprehensive and transformational investment solutions for its clients.   

Most recently, Gordon was Managing Director of Non-Traditional Solutions and Special Situations for BNY Mellon Investment Management.  In that role, he led and will continue to lead the Home Equity Retirement Solutions business, which plans to purchase, securitize and service reverse mortgages and provide advisory services to brokers, financial advisors and asset managers on how reverse mortgages fit into retirement planning. 

Prior to BNY Mellon, Gordon was an executive at New York Life Insurance Company, leading investment and insurance product management, actuarial/liability pricing, asset-liability matching, product/platform development and sales and marketing functions. Gordon will report to Mustin. 

Prudential executes fourth longevity reinsurance transaction

Prudential Retirement, a business unit of Prudential Financial Inc., today announced a longevity reinsurance transaction with Rothesay Life Limited and its affiliates. Under the terms of this new transaction, Prudential will provide reinsurance of longevity risk to Rothesay Assurance Limited for a block of 93 pension schemes. The transaction covers pension liabilities of $1.7 billion (approximately equal to 1 billion Pounds Sterling) for 20,000 pensioners and deferred members in the U.K.

This is the second longevity reinsurance transaction that Prudential has closed in the past month, following its groundbreaking agreement to reinsure $27.7 billion of longevity risk associated with BT Pension Scheme liabilities, and its fourth longevity reinsurance transaction since 2011.

Rothesay Life is an insurance company established in the U.K. Rothesay Life provides annuity and other longevity products to corporate defined benefit pension plans, tailored to meet the specific needs of corporate sponsors, trustees and pension plan members. Rothesay Life is authorized and regulated by the U.K.’s Prudential Regulation Authority.

Reinsurance contracts are issued by Prudential Retirement Insurance and Annuity Company (PRIAC), Hartford, CT 06103. PRIAC is not a U.K. authorized insurer and does not conduct business in the United Kingdom or provide direct insurance to any individual or entity therein. Prudential Financial, Inc. of the United States is not affiliated with Prudential plc, which is headquartered in the United Kingdom.

MetLife enhances life insurance portfolio

MetLife said that it is enhancing its life insurance portfolio by reducing rates on its Guaranteed Level Term product. Guaranteed Level Term is a fully underwritten policy. Clients who purchase it can convert to any of MetLife’s permanent policies at a later date.

“MetLife is committed to ensuring that consumers have access to the life insurance coverage they need,” said Gene Lunman, senior vice president of Retail Life and Disability Insurance Products at MetLife. “By continually evaluating our life insurance portfolio, we are able to evolve our product offerings to help consumers protect themselves and their families, and provide financial professionals with products that can meet the needs of a wide array of customers.”

© 2014 RIJ Publishing LLC. All rights reserved.

Forethought launches two new FIAs

Forethought Life, a unit of Global Atlantic Financial Group Ltd., a spinoff from Goldman Sachs, has issued two new fixed index annuities for broker-dealer distribution, the Indianapolis-based insurance company said in a release.

One of the new index annuity products, ForeAccumulation, is designed for clients seeking savings potential and protection while the second, ForeIncome, offers a guaranteed lifetime income stream for retirement.

The insurer now offers fixed index annuities, fixed annuities and a fixed annuity with long-term care benefits through multiple distribution networks, as well as variable annuities sold exclusively through broker-dealers.

The two new FIAs are the company’s first index annuities designed exclusively for broker-dealers, which have been selling increasing amounts of FIAs in the past year. Index annuities now account for 17% of annuity sales, according to LIMRA.

“With these new offerings, we have combined our experience in the index annuity market with our strong partnerships with broker-dealers and their advisors,” said Paula Nelson, head of Forethought’s annuity distribution. “These products address specific retiree concerns while fitting the unique needs of our broker-dealer partners.”

Index annuities offer the opportunity to earn tax-deferred interest based in part on the positive movement of an equity index, with zero percent credited in negative years.  

© 2014 RIJ Publishing LLC. All rights reserved.

New report assesses future of ‘liquid alts’

U.S. alternative mutual fund assets are expected to double their share of total mutual fund assets, according to new proprietary research from global analytics firm Cerulli Associates.

“Alternative assets are expected to grow with robust momentum, and double their share of total mutual fund assets in the next two years,” said Michele Giuditta, associate director at Cerulli, in a release.

The research is contained in a new Cerulli report, “Alternative Products and Strategies 2014: Identifying Opportunities in a Dynamic Investment Landscape,” a sourcebook focused on the U.S. retail and institutional alternative product landscape, including distribution and product development trends.

“As of year-end 2013, alternative mutual fund assets made up just 3% of total mutual fund assets, and asset managers expect this to grow to 6% by 2015,” Giuditta said.

“Steady growth of alternative mutual fund use is expected by advisors and individuals in the years to come,” Giuditta said. “Current allocations are well below target levels, so there is an opportunity for investment managers to raise assets.”

As asset managers and advisors continue their efforts to close the educational gap that currently exists with alternative products and strategies, Cerulli concurs that alternative assets’ share of total mutual fund assets will grow with solid momentum.

© 2014 RIJ Publishing LLC. All rights reserved.

Two new annuity contracts from Midland National

Midland National Life has issued a new fixed indexed annuity and enhanced its LiveWell variable annuity with new investment options, Sammons Retirement Solutions Inc. announced this week.

Joining the trend toward marketing variable annuities primarily as tax deferral vehicles, Midland National Life has added new fund options and made other changes to the  LiveWell VA, the Sammons release said.

Midland National Life has also issued a new fixed indexed annuity contract, the LiveWell Fixed Index Annuity (FIA), with a lifetime income rider that can be turned on and off, Sammons Retirement Solutions Inc. announced this week.

For an annual fee of 85 basis points, the income rider offers an 8% simple rollup until it doubles and lifetime payments of 5% at age 65.

Owners of the LiveWell VA can reduce their annual separate account annual expenses to 1.15% from 1.35% if they give up some liquidity and accept a surrender schedule. The contract also offers an optional return of premium death benefit.

The addition of American Funds, Alps, Oppenheimer Funds and Transparent Value gives the LiveWell VA more than 135 investment options from 28 money managers. The minimum investment is $10,000. The product is available for non-qualified and qualified assets.

© 2014 RIJ Publishing LLC. All rights reserved.