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U.S. Life Settlements Activity Flat in 2008

The life settlements market was hit hard by the economic crisis and other factors in 2008, according to Conning Research and Consulting.

“The economic crisis was the major impediment to growth in the United States life settlements market in 2008, as the credit markets froze in the second half and life settlements buyers had difficulty financing new premiums,” said Scott Hawkins, analyst at Conning.

“In addition, the major life expectancy underwriters revised their methodologies, calling into question the accuracy and valuation of existing portfolios. While there were fewer active buyers in the market, our $11.7 billion estimate of 2008 settled policies did increase our estimate of cumulative in-force life settlements face values.”

The Conning study, “Life Settlements: A Buyers’ Market for Now” presents Conning’s estimates of current market size and growth rate, as well as a long-term forecast and analysis of market conditions.

“The life settlements market must shake off profitability concerns and general market concerns about life insurer solvency before it will return to growth,” said Stephan Christiansen, director of research at Conning. “The buyers’ market of late 2008 and 2009 should help buyers re-establish profitability in their portfolios. More policyholders want to sell, and more agents now understand life settlements-the near term challenge is all about buyers’ and investors’ capacity.”

© 2009 RIJ Publishing. All rights reserved.

A Third of DC Plans Have Auto-Enrollment—Mercer

One-third of employers globally offer at least one automatic feature in their defined-contribution plans, according to a Mercer survey of 1,500 employers representing $440 billion in defined-contribution pension plan assets, Pensions & Investments reported.

One third said they offered auto-enrollment in DC plans, one third offered automatic escalation, and about 20% offered automatic rebalancing. Among employers offering a default investment option, 67% use lifecycle funds, the June 2009 survey found.

Also, 90% of employers considering adding or changing a default option are looking at lifecycle funds. Seventy-two percent of employers surveyed have 15 or fewer investment options in their defined-contribution pension plans.

Only one-third of employers plan to change their fund lineups over the next two years. Of those, most plan to increase their options or introduce a lifecycle fund. Also, while 74% of employers have a targeted employee participation rate of 80% to 100% percent, only half of them have achieved that goal.

© 2009 RIJ Publishing. All rights reserved.

Cash-strapped Firms Hope to Delay Pension Funding Mandates

Pension funding requirements that mandated by the Pension Protection Act of 2006 could threaten job creation and investment by diverting cash into pension plans rather than into operations, a Fortune 500 CEO told Congress earlier this month.

Bill Nuti, chairman and CEO of NCR, appeared before the House Ways and Means Committee to argue for relief from the pension obligations instituted by the PPA, which responded to airline and steel company pension defaults by tightening defined benefit funding rules and requiring companies to meet 100% of their obligations by 2015.

Experts from Mercer and Watson Wyatt Worldwide told legislators that defined-benefit pension plans have lost substantial value over the past year and many face significantly higher contributions in 2010. NCR’s pension fell from 110% funded to 75% funded during 2008.

Rep. Earl Pomeroy (D-ND) has drafted legislation that would give companies more time to fund their pension plans. The House Education and Labor Committee approved a similar bill. House Minority Leader John Boehner (R-OH) has introduced another.

All three measures would allow companies to make interest-only payments for two years on their 2008 losses and then give them seven years to amortize pension shortfalls. The Pomeroy and Boehner bills also implement 24-month smoothing of assets within 20% of their fair market value. The House labor panel bill limits smoothing to 10%.

“While giving companies additional breathing room to meet their pension obligations may make sense on the surface, we must also recognize that too much latitude could erode the likelihood of workers receiving the full benefits they were promised and could further expose taxpayers to the costs of bailing out the PBGC,” said Rep. Dave Camp (R-MI) and the ranking member of the Ways and Means Committee.

© 2009 RIJ Publishing. All rights reserved.

In the U.K., Are Pensions a Retention Tool, or Just a Compliance Chore?

For most small and medium sized firms in the United Kingdom, pensions are seen as a compliance point and not part of a rewards package. But a majority of large U.K. firms still think of pensions as a way to attract and retain staff, despite the shift towards portable defined contribution (DC) plans.

These were among the findings of “The Business Case for Pensions,” a survey sponsored by Blackrock, the asset management firm, and the Chartered Institute of Personnel and Development. The report also noted that upcoming regulatory changes in 2012 might restrict innovation in employer-sponsored retirement plans rather than stimulate it.

Only 55% of working Britons participate in a company pension “scheme” or plan, the survey showed.  To encourage greater participation, Steve Rumbles, head of UK DC pensions at BlackRock, suggested allowing plan participants to borrow from their workplace defined contribution plans, as Americans can.

“You might think in 2008 most people took advantage of the loan system in the US. But only 1.2% of members actually used it. It gives you piece of mind, even if it is not used,” he said.

The report warned that the introduction of auto-enrollment in 2012, and the minimum contribution requirement of 8% of qualifying earnings could lead to a “follow the herd mentality,” particularly among smaller employers who will look upon the 8% as a maximum rather than a minimum.

“We deal with predominately larger companies and in talking to those with both DB and DC schemes, there is little indication of them leveling down [to the 8% minimum],” Rumbles said. “But that’s because of their recognition of pensions as a retention tool. The herd mentality is likely to be at the smaller end, who will think 8% will be it, and will stay at that level forever unless the government changes it.”

© 2009 RIJ Publishing. All rights reserved.

New White Paper Describes New Normal

More Americans are abandoning the old formula for retirement and focusing on protecting principal and generating “income for life,” according to a new white paper from Allianz Life and LIMRA entitled “How the New Economy is Changing the Way Americans Save.”

By 2020 almost one-third of Americans will be nearing or in retirement, but most don’t have financial plans, the white paper says. The old formula for retirement was one-third Social Security, one-third corporate pension, and one-third investments, such as 401(k) plans. Today many pensions have disappeared, the future of social security is unclear, and stock market investments aren’t considered as reliable as once thought.

“The ‘new normal’ for retirement balances liquidity, volatility and rate of return,” said Allianz Life President and CEO Gary C. Bhojwani. “Today, Americans are looking more closely at guarantees and principal protection as important components of a solid retirement plan.”

The paper outlines how dramatic changes to the economic landscape is changing behavior, and gives an overview of fixed annuities, the only financial instruments that offer both lifetime income and principal protection. Survey data from MSF Financial Management, Allianz American Legacies Study and Gallup illustrates the points regarding retirement options, concerns and income options. The paper also explains how age plays a role in financial decision-making, also known as planning from a life-stage context.

“For many years, people followed the advice that a mix of stocks and bonds reduces risk, provides upside potential, and helps achieve financial objectives,” said Bob Kerzner, CEO of LIMRA. “The latest downturn shows that asset allocation alone is not enough. Consumers must consider a variety of financial options.”

© 2009 RIJ Publishing. All rights reserved.

 

J.P. Morgan Adopts FundQuest’s Advisor Gateway™ Platform

J.P. Morgan’s Broker Dealer Services business will begin using a new managed account program from FundQuest Incorporated, FundQuest announced. The program, Advisor Gateway, uses FundQuest’s reporting, portfolio modeling, fund selection, and rebalancing technology. Other services include due diligence, training, back-office services and wholesaling support.

The managed account offerings on Advisor Gateway include unified managed accounts, mutual fund portfolios, income portfolios, and separately managed accounts. The new program also offers Advisor Choice, an advisor/client constructed portfolio using FundQuest asset allocation and performance reporting tools.

“Financial advisors who use J.P. Morgan Clearing Corporation’s clearing and custodial capabilities will now have access to FundQuest’s web-based proposal generation, portfolio diagnostics, performance reporting, and open architecture investment research capabilities,” said FundQuest chairman and CEO James L. Fox.

Boston-based FundQuest, a provider of outsourced managed account solutions, has 180 advisory firms as clients and $40 billion in assets under management in its combined US and European operations.

© 2009 RIJ Publishing. All rights reserved.

Sun Life VA Sales Up 35% At Mid-Year

The U.S. division of Sun Life Financial Inc. said its first-half 2009 variable annuity (VA) sales rose 35%, versus the first half of 2008, while VA industry’s overall sales fell 25.4% for that period, according to Morningstar/VARDS.

Sun Life was the fifteenth largest seller of variable annuities in the U.S. in the first half of 2009, with $1.4 billion in sales and a 2.3% share of the VA market, according to LIMRA International. Sun Life’s parent company has a Standard & Poor strength rating of AA2, a Moody’s rating of Aa3, and a Fitch rating of A+3, as of June 30, 2009.

The firm’s year-over-year gains occurred in all three major financial distribution channels. The company’s assets rose 10.7%, more than double the industry’s 5.1% gain. The Wellesley, Mass.-based insurer also almost doubled its market share in VA sales since the end of 2008, and 91% of its new VA sales for the first half of the year included at least one optional living benefit.

Sun Life VA sales increased against the industry average in all three financial distribution channels. Its wirehouse sales roles 82.6%, to $596.7 million in the first half of 2009 versus the first half of 2008, independent channel sales rose 46.6%, to $536.3 million, and bank sales rose 6.3%, to $226.2 million. The industry’s overall sales fell 28%, 23.2%, and 43.4% in those channels, respectively.

© 2009 RIJ Publishing. All rights reserved.

AIG and ING Sell Units to Raise Cash

American International Group, the recipient of a $100 billion-plus U.S. government bailout last year, has agreed to sell its Taiwan life insurance unit, Nan Shan, to a Hong Kong investor group for $2.15 billion, the New York Times reported.

The sale is AIG’s largest divestiture so far since September 2008, when it nearly failed because of losses on credit default insurance it wrote on mortgage-backed securities.  Nan Shan, one of Taiwan’s largest life insurance, has assets of over $46 billion and 7.9 million in-force policies held by about four million policyholders.

Nan Shan’s buyer is Primus Financial Holdings, which was co-founded in early 2009 by Robert Morse, a former senior Citigroup banker, China Strategic Holdings, an investment firm.

AIG previously raised $500 million from the sale of its Pacific Century Group asset management business to a Hong Kong investment firm, $1.9 billion from the sale of its energy and infrastructure investment assets, and $1.9 billion from the sale of 21st Century Insurance Group, an auto insurer. 

Founded in Shanghai in 1919, AIG also hopes to raise cash through initial public offerings for two life insurance units—American International Assurance, or AIA, and American Life Insurance Co., known as Alico—in Asia and New York, respectively.

Like AIG, ING is also using divestitures to raise cash after a huge government bailout.

ING Groep, the Dutch parent of the U.S. insurer, has agreed to sell its Swiss private banking unit to Zurich-based wealth manager Julius Baer for 520 million Swiss francs, or $505 million, as part of a planned disposal of assets after receiving a 10 billion euro government bailout a year ago.

The all-cash transaction is expected to close in early 2010. ING sold its Australian joint venture to ANZ, and may sell units in Asia and possibly North America.

ING has said it wants to sell assets to raise between 6 billion euros and 8 billion euros as it attempts to repay the Dutch state for the emergency funds that propped up its Tier One capital during the financial crisis. The sale of ING’s 51% stake in its Australian joint venture brought in 1.1 billion euros. The Dutch bank and insurer has clients in more than 40 countries, and employs about 110,000 people worldwide.

© 2009 RIJ Publishing. All rights reserved.

Highlights of Principal Financial Survey

Highlights of Principal Financial Survey
  • 50% of workers unsure when they will retire
  • 12% have delayed their planned retirement date
  • 40% may delay retirement by six years or more
  • 83% do not have a plan for converting savings to income
  • 43% of those who have a plan have an “actual written plan”
  • 44% of retirees began planning for retirement 10 years before retirement
  • 73% of retirees say they should have started planning earlier
Source: The Principal Financial Well-Being Index, Third Quarter 2009

Guardian Expands Sales Team for Retirement Solutions

The Guardian Life Insurance Company of America is expanding its Retirement Solutions national sales force to offer a suite of specialized retirement products to small and mid-sized businesses across the nation.

So far, 13 new Regional Vice Presidents (RVPs) have been hired alongside an internal sales support team of seven. The RVPs are responsible for sales and support of Guardian’s group retirement products across all distribution channels. The sales team will report to Dale Magner, vice president, Retirement Product Sales.

“We are expanding our sales team to accommodate the enormous demand for retirement products that meet the unserved needs of thousands of small and medium-sized businesses,” said Margaret W. Skinner, executive vice president of Guardian’s Individual Products Distribution organization.

“Our retirement products, The Guardian Choice and The Guardian Advantage, are both designed to offer the features normally available only to large plan sponsors to this growing market segment,” she added.

The Retirement Solutions sales team has an average of 13 years direct group retirement sales experience. In their roles, the RVPs will assist financial advisors with prospecting leads, sales and ongoing client support. The sales team will also work with Guardian’s Retirement Center of Excellence, a knowledge center that provides pre-sales support with customized plan illustrations, product recommendations and regulatory compliance assistance to financial professionals.

Guardian Retirement Solutions also includes 370 professionals who provide product design and client service to financial advisors and their clients. Guardian is now a strategic partner for LPL Financial’s new Retirement Plus Program, which provides retirement products and support for retirement plan-focused independent financial advisors.

© 2009 RIJ Publishing. All rights reserved.

Accountants Split on Financial Reforms

Accountants are divided in their opinions of the impact of President Obama’s proposal to overhaul the financial regulatory system and increase protections for consumers and individual investors, according to a survey of 350 financial professionals by Ajilon Finance in conjunction with the Institute of Management Accountants.

The survey revealed that almost half (48%) of respondents believe that President Obama’s plan will have a “very positive” or “somewhat positive” effect. But 40% of accountants say the plan will have a “barely positive” or “negative” effect.

Among those opposed, 29% believes the plan will be too difficult to implement and enforce, 11% say the country will find itself in a similar mess in a few years, 5% called the plan “too little, too late” and three percent said the plan doesn’t go far enough to prevent excessive risk-taking and protect the public.

© 2009 RIJ Publishing. All rights reserved.

 

What If Employees Are ‘Too Poor To Retire’?

A new report prepared by CFO Research Services and Prudential shows that “although there has been some improvement in capital markets since the beginning of the year, many employees’ near-term plans to retire are in jeopardy.”

Senior finance executives at large companies are concerned that if older employees can’t afford to exit the workforce and thereby make room for younger workers, “workforce productivity and overall employee morale can suffer and companies can find it difficult to retain rising stars when paths to promotion are effectively closed.”

The results of the survey, “Managing Retirement Benefits Amid Capital Market Disruption,” was based on responses last spring by 140 senior finance executives (primarily chief financial officers, controllers, and directors of finance) at companies with $500 million or more in annual revenues. Almost half of the companies had $1 billion to $5 billion in revenues.

Among the findings:

  • Almost two-thirds of respondents (63%) say they are more concerned now than they were a year ago that employees who become financially unable to retire might “retire on the job” and be unproductive. About the same percentage said that they are now more concerned about a shortage of growth opportunities for younger staff.      
  • More than two-thirds of respondents answered “yes” to the question, “Would it be beneficial to make your company’s DC plan more closely resemble a DB plan by enabling the plan to provide guaranteed income during retirement and by further automating the plan?”
  • Seventeen percent of respondents rate employees’ investment allocation decisions as poor, and 17% say employees make poor decisions about their contribution amounts. 
  • More than one-fourth of respondents (27%) rate employees’ retirement planning as poor. Many employees don’t recognize the need to adjust or revisit their asset allocations, contribution amounts, and risk appetite as they approach retirement.
  • Forty-two percent of respondents say they are very likely to limit high-risk investments for their DC plans.  
  • Companies are very likely to add investment products that defend against market declines (44%) to their DC plans, as well as more conservative target-date funds (38%).   
  • Forty-two percent of respondents said their companies are very likely to increase automatic enrollment and contribution-escalation efforts. Respondents are less likely to say they will increase funding for DC plan education in the next two years. 

© 2009 RIJ Publishing. All rights reserved.

Risks of Retirement Poorly Managed

Nobody likes to retire after a losing year. Just ask Brett Favre.

Older employees appear to postponing retirement until an economic recovery begins and employers are delaying major changes to their retirement plans until business-as-usual returns, according to Aon Consulting, the human resources consulting arm of Aon Corp. 

Aon surveyed 1,313 employers nationwide for its 2009 Benefits & Talent Survey. More than 90% said they are not changing their retirement programs quite yet and 87% said employees are delaying retirement due to economic conditions.

A third of employers polled said fewer than 70% of their employees are enrolled in their defined contribution (DC) plans, with two-thirds saying they believed workers are not participating because they don’t believe they can afford to.

Meanwhile, 38% of these employers believe employees have little knowledge of the funds they needed to invest in for retirement and 52% said employees have an accumulation target. Just 8% believe their employees have a strong understanding of how much money they’ll need in retirement.

Workers wanting to learn more about retirement savings have turned to their employers for additional information. In fact, 64% of responding employers said there was an increase in investment-related questions in 2008 vs. 2007, but only about a third of these organizations increased their communications around the importance of saving for retirement last year, while 62% said their communication remained unchanged from the previous year.

“The ‘wait-and-see’ attitude is not surprising,” said Amol Mhatre, senior vice president responsible for retirement innovation with Aon Consulting. “We may continue to see dramatic economic swings, as interdependencies grow in the global economy, and retirement programs and savings can’t stop with every downturn.”

In addition to not changing their retirement communications strategy, 92% of organizations are not changing their pension/defined benefit (DB) programs in the near future, citing the high cost of company-required contributions (71%), volatility (47%) and administrative costs (35%) as the main reasons. Employers also are not changing the risk profile of their pension plans, as two-thirds of these organizations have not made changes to their pension investments during the past two years and do not intend to do so in the next two years.

Regarding defined benefit plans, the survey showed that only 45% of employers offer a DB plan to their employees. Forty-one percent of employers have frozen their pension plans to new entrants, 25% have frozen their plans entirely and do not have a strategy regarding plan termination, and 20% have frozen their plans and intend to terminate the plan once funding allows.

As for defined contribution plans, 56% of respondents said they offer matching contributions on DC plans. Of those, approximately half provide a match greater than three percent. In addition, 41% of employers have an automatic enrollment plan, with 53% implementing a default contribution from employees of 3%.

© 2009 RIJ Publishing. All rights reserved.

Proposal Would Require Ratings Agencies To Share Liability

Legislation that would hold the major credit rating agencies responsible for each other’s strength assessments has been drafted by the chairman of a House Financial Services subcommittee.

Rep. Paul Kanjorski (D-PA)’s bill could help resolve the conflicts of interest that arise when agencies receive fees from the companies whose bonds and financial strengths they rate.  He contends that establishing collective liability could spur the powerful rating agencies—Moody’s Investors Service, Standard & Poor’s and Fitch Rating—“to police one another and release reliable, high-quality ratings.”

But Moody’s chairman and CEO Raymond McDaniel testified that imposing collective liability could stimulate lawsuits against the agencies and create an unpredictable business environment.

The SEC recently proposed rules designed to address the inherent conflicts of interest in the current system. One SEC proposal would discourage “shopping” for favorable ratings by requiring issuers to disclose whether they had received preliminary ratings from other agencies.

A lot rides on those ratings. The agencies issue ratings on the creditworthiness of public companies, thereby determining their borrowing costs. The ratings also offer an opinion about the creditworthiness of securities, which can determine their prices. 

After giving positive ratings to exotic mortgage-backed securities a few years ago, the rating agencies downgraded many of them last year as home-loan delinquencies soared. The securities plummeted in value and became the untradeable “toxic” assets whose illiquidity created a credit crisis and resulted in hundreds of billions of losses for investment banks and their investors.

© 2009 RIJ Publishing. All rights reserved.

Presidential’s New Campaign

In a year when low interest rates are making single premium immediate annuities more expensive, tiny Presidential Life, which was born 44 years ago in a Nyack, NY storefront, has found a way to enhance a SPIA’s payout.

The $240 million NASDAQ-listed company, 40% of whose sales are income annuities, has engineered a joint and survivor contract where the first annuitant receives benefits for life but the survivor receives income for a period certain or for life, whichever is less

Contract owners can adjust their payments up or down by shortening or lengthening the period certain, from as few as five to as many as 20 years. Because the second income stream is life-contingent, the survivor receives an added dividend from mortality pooling. 

“Normally, adding a second annuitant can reduce the monthly payment,” the company said in a release. “But in [our] new contract, the second annuitant receives the full payment for a fixed, pre-elected period of five to 20 years or until death, if sooner. If the second annuitant predeceases the first annuitant, the first annuitant continues to receive a lifetime annuity at the same payment rate.”

According to Presidential’s Gary Mettler, this arrangement would be appropriate for intergenerational transfers from an 80-something parent to a 60-something child, perhaps as an alterative to a single life annuity with a premium refund feature.

“We take the beneficiary of a period certain income annuity and make that person a second annuitant,” Mettler, Presidential vice president, told RIJ.  “By making the contract a temporary life, we give ourselves some wiggle room to raise payouts.” 

“We generally make sure that the payment period is long enough to refund the premium. If there’s a $100,000 premium, for instance, we might issue a contract with full life and 13 years period certain,” whichever is shorter.

“The Achilles heel of a life with period certain contract is that the beneficiary may receive little or nothing,” Mettler said. To avoid that problem, agents and consumers sometimes choose contracts with long certain periods or refund provisions. But that strategy punishes the annuitants with lower incomes, without guaranteeing a legacy.

“The problem with a normal joint and survivor for a parent and child is that it drags the payment down,” Mettler said. “By limiting the duration of the unreduced payments to the second annuitant, we have more premium dollars to fund higher monthly payments to the first Annuitant, contract owner.”

This structure also protects the family in other ways, Mettler said. If there’s a Medicaid lien against the first annuitant, for instance, the state would be able to claim assets ahead of a beneficiary but not ahead of a second annuitant. “Life contingent payments and their legacies become consumer defensive financial arrangements without peer,” the company said in a release. 

While interest rates are low, interest in SPIAs among the elderly is high. “As a result of the economic debacle, we’re getting more life-contingent SPIAs at high ages. Our biggest age group is 75 to 85. Many are life only. If the bank is only paying one percent on CDs, and the clients find themselves invading other money to live on, this produces a lot more income,” Mettler said.

Aside from its small size and slim marketing budget, Presidential Life’s weakness is its B+ (Good) rating for financial strength from A.M. Best. Last April, the ratings firm noted the insurer’s vulnerability to low interest rates because of its concentration in SPIAs, but praised it for paying down its debt. The company lost $10.2 million in the first half of 2009, compared with net income of $22.4 in the first half of 2008.

One annuity industry observer calls Presidential Life “The Mouse that Roared”-referring to Leonard Wibberley’s 1955 comic novel after a tiny European country whose archers conquer Manhattan. “For such a small company, they’ve shown the greatest leadership in terms of product development and marketing of income annuities,” said Garth Bernard, CEO of Sharper Financial LLC.

“My hat is off to them,” he said. “More carriers should take a page out of their book. The industry would not be in the precarious position it is in today if they had followed the leadership of Presidential Life (at least for putting some of their eggs in the income annuity basket instead of entirely in the VA basket).”

“We do more things with SPIAs than anyone else,” Mettler said. “In the last year, for instance, almost everyone has dropped out of enhanced annuities because it’s a capital intensive tool. So now only we and Mutual of Omaha issue them. We’re picking up business from other carriers, and because the carrier pool has dropped, we can price accordingly.”

Presidential Life has a slim marketing budget-it relies on fixed annuity giant New York Life to generate buzz for SPIAs-but its SPIA commissions are competitive. “We pay [insurance marketing organizations] 4.5%, and they will usually reel out 3.5 points to the agents. We don’t adjust commissions for age, and we issue to age 100, “ he said.

But winning over insurance agents isn’t easy. “If you had 100 agents in the room and asked them if they had ever sold a SPIA, you might find five who would raise their hands. And if they actually sold one, it was probably a period certain, and usually sold in the context of selling a split annuity-a deferred annuity and an immediate annuity,” Mettler said.

“Why don’t agents like them? It’s a single transaction, and a one-time fee,” he added. “With a variable annuity, they can exchange it for a more advanced product when the surrender period expires and receive a new commission. So a lot of agents buy a deferred, then another deferred. They haven’t been trained to annuitize. They’re trained to transfer.”

© 2009 RIJ Publishing. All rights reserved.

Let’s Look at Your Telomeres

Will homo sapiens discover a way to live significantly longer? Perhaps. Elizabeth H. Blackman, Carol W. Greider, and Jack W. Szostak won the Nobel Prize in medicine this week for their work on telomeres, the tiny protective bumpers at each end of our chromosomes that wear away after our cells divide about 50 times.

If science can find a way to keep  telomeres from eroding, our cells may replicate in a normal way indefinitely, keeping us forever young. On the down side, cells that never lose their telomeres can turn cancerous.  

The limits of human longevity were, not surprisingly, a key topic of discussion at the Longevity 5 conference in New York in late September, where experts such as Joseph Coughlin of the MIT Aging Lab and John Iacovino of Fasano Associates, a Washington, D.C., underwriting firm, spoke at length. (See ‘Old People with Attitude and Expectations’.)

The two men painted a complex picture. Most of the gains in longevity in the last 40 years, for instance, have come from improvements in the treatment of cardiovascular diseases. The beneficial effect of those advances may have peaked—at least among people who have followed the recommended dietary, exercise and drug regimens.  The eradication of cancer might extend the average American’s life by six years—a tremendous boon, perhaps, but not immortality.  

Looking backward, of course, the gains have been impressive. In 1950, a 65-year-old American male could expect to live 13.9 years and a 75-year-old man could expect to live an average of 10.9 years. By 2000, a 65-year-old man could expect to live 18 years and a 75-year-old could expect to live 11.4 years. 

It’s a truism that women outlive men, but on average it’s becoming less so. Among 65-year-olds, an estimated three out of four men and four out of five women will reach age 75. The average 65-year-old couple can expect to live a combined 38.4 person years. But they will only spend 13.5 years of those years together, on average—even without taking separate vacations. Elderly women still spend more time alone than men. Married women on average spend 6.8 years as widows. Men spend 4.5 years as widowers. Women have a 57% chance of outliving their husbands. 

Just as there are income disparities in the U.S., there are also longevity disparities. There’s a widening gap between the lifespans of the more affluent 50% of the U.S. population and the less affluent 50%. Obesity raises the mortality rate of a growing segment of American society. As a result, Americans are not as long-lived as, say, the Japanese or Norwegians. From roughly the late 1970s to 2000, the obesity rate in the U.S. more than doubled, to 31% from 15%.

But even as some people have extended their lives and others shortened theirs, the end game has become increasingly expensive. Many Americans spend their final months, weeks, days or hours in cost-intensive care settings. To some extent, that’s probably to be expected. But it distorts the use of resources, in that 80% of the nation’s health care expenditures go to people during their final two years.

“I’m not so sure that’s sustainable long-term,” Dr. Iacovino said.

© 2009 RIJ Publishing. All rights reserved.

‘Old People with Attitude and Expectations’

Overweight Baby Boomers are digging their graves with their spoons. Skinny Boomers are obsessed with exercise and antioxidants. These counter-trends make life confusing for the experts who just want to know exactly when the average retiree will die.

On Sept. 25 and 26, a bunch of those experts convened on the 50th floor of the JP Morgan Building, where brilliant silk-screens of zoo animals by Andy Warhol adorn the interior walls and the glass outer walls reveal a 360-degree sky-view of New York City.

Fifty or so economists, actuaries, bankers, insurance executives and aging experts had traveled from as far as Taiwan and Germany to attend Longevity 5, the fifth in a series of international meetings, and to hash out responses to the global aging trend.

For many of them, global aging is as big a threat as global warming. Instead of rising sea levels and desertification, they foresee a tide of longevity risk that could bankrupt the social insurance programs, pension funds and annuity issuers whose obligations are linked to the length of people’s lives.

“Economists have not really understood this risk. Policymakers are not yet engaged,” said David Blake of the Pension Institute at the Cass Business School in London and the chairman of the conference. “This is a real, underestimated, slow-burning risk.”

Or, as Joseph Coughlin, the bow-tied director of the MIT Age Lab put it, “There are going to be a lot of old people with attitudes and expectations.

On the other side of the bet, financiers in suits are circling. JP Morgan Chase and Goldman Sachs have built longevity indices. A few pension funds have used swaps to off-load longevity risk. Life settlement companies are buying up life insurance policies and selling “death bonds.” But, relatively speaking, the response to the aging problem is in its infancy.

The case for longevity bonds
The dilemma boils down to this: who will bear the financial risk that billions of people might live too long?

In Finland and Germany, governments are pushing some of the longevity risk of their social insurance programs back onto individual participants by adjusting benefit levels to fit changing mortality rates and market performance.

Alternately, pension funds are looking to share their risks with investment banks. Last July, the Devonport Royal Dockyard pension fund became the first UK pension fund to enter into a longevity swap, in a deal with Credit Suisse.

Investment banks may buy the risk, securitize it, and sell it in the capital markets to investors who are looking for an asset class uncorrelated with stocks or bonds. Or a government could issue ultra-long-dated “longevity bonds” and spread the risk across generations.

A majority of those at the Longevity 5 conference seemed to favor the idea of the U.S. government issuing 50-year longevity bonds, pegged to a longevity index, that would mitigate longevity risk the way Treasury Inflation-Protected Securities mitigate inflation risk.

Guy Coughlan, managing director and global head of JP Morgan’s LifeMetrics and Pension Solutions business, said the U.S. government has a “responsibility” to issue longevity bonds because it encouraged the transition from defined benefit to defined contribution retirement plans and dumped longevity risk on the plans and participants.

“There’s a social need to pick up the risk borne by corporations,” Coughlan said. Longevity bonds “would help create an orderly market for annuities.” Peter Blake agreed, saying the “U.S. government has obligated companies to honor their pension liabilities, and now it says it has nothing to do with the government.”

The U.S. wouldn’t have to issue enough longevity bonds to pick up all of the risk, said Tom Boardman of Prudential plc, which issues about one-eighth of all individual income annuities in the world. “Private industry can handle 85% of the risk,” he said. “We’re just looking for protection of the tail.”

Coal mine canaries
The British are apparently the canaries in the longevity coal mine. Under recent pension reforms, those in the U.K. have to annuitize their tax-deferred savings by age 75, and millions buy life annuities at retirement. The British now buy about half of all life annuities in the world each year, making themselves a test case for coping with longevity risk.

The pipeline into annuities in Britain will get even bigger in 2012, when workers who don’t now have workplace pensions will be auto-enrolled in a defined contribution program to which they, their employers, and the government (through tax breaks) will contribute. That could eventually double the demand for annuities, to £30 billion a year.

“For a small country, those are significant numbers,” said Boardman. “Insurance companies don’t have the capacity to take on that kind of risk. But the capital markets do.”

The same capacity problem could occur in the U.S.-if large numbers of Americans were inclined to buy life annuities with their trillions of dollars in defined contribution savings. Theory dictates that that should happen-but it isn’t, said James Poterba, the MIT economics and president of the National Bureau of Economic Research.

“Our models tell us that people will see a role for annuities,” Poterba said. “But there’s very little activity in the annuity markets. That’s the so-called annuity puzzle, which has attracted a large percentage of the research community.”

Insurance companies might be able to offer more attractively priced annuities to U.S. retirees if they could lay off their longevity risk in the capital markets, he suggested. But he believes that, even with better pricing, selling individual annuities will “still be an uphill battle.” The existence of a public annuity-Social Security-probably crowds out some of the demand for private annuities, he said.

It all adds up to a gloomy picture-almost as gloomy as global warming. If there’s a silver lining, Poterba told some of the world’s top pension wonks, it’s that at least the 2008-2009 financial crisis gave us a warning to reform our retirement systems before it’s too late. By 2025, he said, much more savings will be at stake, and a similar crash would make last year’s $500 billion drop in retirement fund assets look mild.

© 2009 RIJ Publishing. All rights reserved.

Boston College Gets Financing for Financial Literacy Center

A Center for Financial Literacy (CFL), with first-year funding of $3 million from the U.S. Social Security Administration, will open at Boston College, the College’s Center for Retirement Research announced in a press release yesterday.

The new center, to be led by Center Director Alicia H. Munnell, Program Director Steven Sass, and Creative Director Ronn Campisi, will produce educational materials and programs that help people make reasonable financial decisions throughout their working lives and into retirement.

The Boston College team has extensive experience producing financial literacy materials using print, film, and interactive media. Active partners will include the National Bureau of Economic Research, the Brookings Institution, The College of William and Mary, Innovations for Poverty Action, Financial Engines, Knowledge Networks, and the National Endowment for Financial Education.

The Social Security grant calls for the CFL and its partners, in the first year of a five-year period, to:

  • Produce print and Web-based interactive guides to financial issues facing retirees.
  • Develop a Web-based interactive program to help older workers choose a target retirement age.
  • Field commitment programs to help low- and moderate-income households control their finances.
  • Design a plan for a comprehensive “go-to” financial website.
  • Review the effectiveness of existing financial literacy programs.
  • Create a financial literacy “food pyramid.”
  • Evaluate how 401(k) participants use target date funds.

 

“Given the turbulent economic climate and the shift of financial risk to individuals, people need help,” said Alicia Munnell. “The new Center will provide essential tools to improve decision-making.” She will continue to head the Center for Retirement Research at Boston College, which conducts and disseminates new research on retirement income issues.

© 2009 RIJ Publishing. All rights reserved.

Highlights of New Allianz/Harris Poll

Highlights of New Allianz/Harris Poll
  • 74% of investors say the “stock market will bounce back and restore any losses.”
  • 45% of advisors say most clients have a realistic retirement vision.
  • 62% of investors want help insuring they don’t outlive their assets.
  • 89% of advisors think clients would consider lifetime income products.
  • 50% of advisors have talked to clients about such products.
  • 12% and 9%, respectively, of retirement portfolios contain commodities or TIPS.
  • 55% of investors think it’s more important than ever to work with an advisor.
Source: Allianz Global Investors and Harris Interactive. Based on poll conducted in July and August of 1,013 pre-retiree household financial decision makers aged 30 or older with at least $250,000 in investable assets.

Pacific Life Applies For Possible In-Plan VA

Pacific Life has filed an application with the SEC for a Destinations variable annuity that offers an optional 0.10% increase in the lifetime payout rate for each year the owner delays taking a withdrawal during the first 10 years of the contract, if the owner is over age 59½ at issue.

The contract, which has a maximum front-end load of 5.5% (for initial premiums under $50,000) and 75 basis point M&E fee (or, alternately, an annual 1.75% M&E), also has a loan feature, suggesting that it may be intended for use as an in-plan distribution option for retirement plan participants.

The contract’s age-bands and annual lifetime payout rates begin at 4% for those under age 69, 5% for those ages 70 to 84 and 6% for those age 85 and older. During the accumulation period, there’s also an annual automatic step-up of the guaranteed base to the account balance, if higher, subject to fee increases.

The contract offers a range of living benefit riders with fees ranging from 75 basis points for a guaranteed minimum account balance-type rider to 1.75% for the joint-life version of a guaranteed lifetime withdrawal benefit with a 5% annual credit during the initial 10-year waiting period and a lifetime payout rate of 5% or 6%, depending on the contract owner’s age when income begins.

© 2009 RIJ Publishing. All rights reserved.