实现固定缴款计划

The American way of providing for retirement is changing, driven by longer life spans, lifestyle choices, uncertainty about the future of Social Security and the transition by employers from defined benefit to defined contribution plans. These changes place the responsibility to provide for retirement more and more firmly on the shoulders of employees. According to a 2015 study, three out of four Americans with jobs do not expect to live as well as their parents did in retirement, about one out of three worry their savings will run out 15 years into retirement and half think their money will be gone within 25 years.¹在最近的另一项调查中，83%的受访者表示，他们担心自己的总体储蓄不足，而69%的人则表示担心自己是否有能力退休。²

“We've seen a big transition over the last few years in all employee benefits. We're imposing more and more responsibility on employees, and that's a big transition and challenge for most employers and certainly their employees,” says Robyn Credico, defined contribution consulting leader at Willis Towers Watson. “We're asking these people to make decisions about how much to save, not only in their retirement plans but in their health care plans, how to invest and when to take out their money. That's a huge challenge for most people, no matter how educated you are.”

如果新的固定缴款制是为了帮助员工实现安全的退休，那么计划发起人必须将管理层的注意力和资源运用到计划本身。保诚投资（Prudential investments）退休投资解决方案高级副总裁克林特•巴克（Clint Barker）表示：“如果你要专注于参与者层面的财务健康，就必须提供一个具有所有适当功能的固定缴款计划，以在机构层面帮助他们。”。“如果主要的储蓄工具设计不好或效率低下，您如何解决单个问题？“健康计划有三个不同的方面，巴克说：

1.Industry wellness.Maintaining awareness of the impact of regulation on the features of the plan, avoiding litigation risk and making sure the plan partners with providers that offer solutions that help it achieve its objectives.

2.Plan design wellness.Adopting and optimizing plan features such as automatic enrollment, auto-escalation and a company match such that the plan encourages maximum participation and drives good saving behavior.

3.Investment wellness.创建正确的投资选择和默认选项菜单，指导员工的投资行为，以合理的成本提供良好的价值。

自动注册和其他“推动”正在成为计划发起人寻求实现计划健康的关键设计组件。机构投资者（Institutional Investor）最近与保诚（Prudential）合作，对500多家资产在5000万美元以上的DC计划发起人进行了研究，结果发现，目前超过五分之三的人亚博赞助欧冠加入了自动注册，92%的人预计未来三年会加入。自动升级也正在成为标准的计划功能；88%的人要么今天提供，要么预计在未来三年内提供。

International Paper, which sponsors a $5 billion 401(k) plan, puts considerable resources into its basic communication and education efforts, including quarterly and annual newsletters, online access and on-site seminars. But “none of it is nearly as effective as the features of auto-enrollment, auto-escalation and auto-default,” says Bob Hunkeler, vice president of investments. “Inertia is a powerful force. We all know that it exists in our 401(k) plans and with our participants. We used to let inertia work against us, and now we're letting inertia work for us through these auto programs.”

同时，新的在线传递信息甚至建议的技术，加上更大的理解员工储蓄行为的能力，创造了使沟通和教育更有效的新机会。保诚退休公司（Prudential Retirement）负责企业分销和战略的副总裁迈克尔•多明戈斯（Michael Domingos）表示：“我们仍然相信，有机会为个人提供一对一的财务健康、辅导、指导和建议，真正是以个人希望的方式提供这些服务。”。

Financial wellness programs, designed to educate and encourage employees to help them address their own conflicting financial priorities as well as put an effective plan for retirement saving in place, have strong support from plan sponsors, advisers and consultants. “Retirement planning is just one component of the overall financial picture. It’s different for everybody,” says Amy Labanowski, partner and senior investment consultant at Mercer. “People have different needs in different stages of their life cycle. They have conflicting or competing priorities in managing their finances. Having a more holistic approach of providing tools such as budgeting, paying off debt and including retirement as one piece of that can really help a participant tailor their plan for their individual circumstances.”

这意味着提供尽可能多的信息，将员工的总体财务状况联系在一起，并将其提炼成对其退休结果的预测。布朗福曼公司（Brown Forman Corp.）全球福利合规部高级经理唐娜•维姆贝克（Donna Wimbec）表示：“试图说服某人做一些对他们最有利的事情是一项艰巨的任务。”截至2016年7月，布朗福曼公司以4.48亿美元的总资产发起了企业和工会计划。“我们试图用几种不同的方式向他们提供信息。如果他们在401（k）计划和我们的储蓄计划中有任何余额，那么每当他们登录时，他们就会看到余额，以及他们应该在哪里的基准是什么，80%的替代收入，预计到退休。我们将这一点与他们的养老金计划联系起来，这样他们才能真正全面了解情况，而且还将社会保障融入其中。”

当员工获得更高的财务健康和退休保障时，该计划也会提供福利。多明戈斯说：“生产力的提高要从一个真正的金融健康计划中获得。”。“下一步是控制成本这实际上有助于雇主控制与福利相关的成本，更广泛地说，还有他们的业务。”

“我会鼓励他们早点开始。”Credicodvises, “because if you've turned 65, it's probably much too late to change your behavior.”

¹Willis Towers Watson, Global Benefit Attitudes Survey, 2015-16.^.

²Pew Charitable Trusts Issue Brief:Americans’ Financial Security—Perception and Reality2015年3月.

Auto Enrollment:一种自动供款安排，可作为退休计划中的一项功能，允许雇主在满足资格要求时自动将雇员纳入公司的计划。

Auto Escalation:一种计划设计选项，允许计划发起人每年按一定增量增加参与者延期。

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