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Space flight is a tricky business. To set a spacecraft down on the right spot, millions of miles away from its launch pad, requires pinpoint accuracy. Even the tiniest error in the trajectory means that a ship will miss its target by a wide margin. That's because, when traveling across such vast distances, small miscalculations at the beginning become huge errors by the end of the journey. You may set out to reach one planet but find yourself lost in space instead.
Something similar has happened to pensions - the "defined-benefit" retirement plans that employers can set up to provide former employees with a pre-determined amount of income during retirement. Thirty or 40 years ago, no one accurately calculated the pension requirements of all those baby boomers, many of whom are now approaching their golden years. The result: the U.S. Department of Labor estimates that corporate pension plans are underfunded to the tune of some $450 billion. And as the cost of funding those retirements becomes clear, many companies are making drastic course corrections by discontinuing traditional schemes. According to the National Retirement Risk Index, almost 45% of U.S. households are at risk of being unable to maintain their pre-retirement standard of living during retirement. In other words, our retirement plans are on Mars but our pensions are on Venus. Last month, the Federal Government introduced a course correction of its own: the Pension Protection Act (PPA), which is designed to shore up the pension system and thereby provide people with a little more security in retirement.
The PPA requires companies to calculate their pension obligations more accurately, so that funds going into the system equal the funds they will eventually have to pay out. Starting in 2008, firms must also take steps to make their plans solvent, while those with underfunded schemes will be penalized by having to pay extra premiums. It will still be years before the pension system is in the black, but these are important steps to get the journey to retirement back on track.
While the PPA doesn't do much to encourage companies to extend pension benefits to more employees, it does contain other provisions designed to help individuals make the most of their other retirement saving options.
Perhaps the most important change is that the Act allows companies to automatically enroll employees in defined contribution plans such as 401(k) and 403(b) plans. At the moment, only between 60% and 70% of those eligible to join a corporate-sponsored plan actually do so. Why don't more people join? After all, their futures are at stake. Francis Vitigliano, a pension specialist and visiting scholar at Boston College's Center for Retirement Research, calls it "the Statue of Liberty effect." "If I go to New York City only one day a year, I am definitely going to visit the Statue of Liberty," he says. "But if I live in New York City, and can see the Statue of Liberty whenever I want, I never actually do it. Enrollment in pension schemes was made so easy that people tended to think they could always do it later, and then never ended up doing it." With automatic enrollment, some think participation may increase to more than 90%. Individuals will still be able to opt out, by simply telling their employer 'No, thanks.'
The Act also includes a provision that encourages employers to provide financial advisors for participants in defined contribution plans such as 401(k) and 403(b) plans. Having financial advice available through the workplace may be just what it takes to get more people saving for retirement through these plans - especially those who feel intimidated or confused by the choices offered by their defined contribution plan. "A significant number of people are not interested in making their own financial decisions," says Vitigliano. "They are happy to have a professional make those decisions for them. And there are guidelines in place [in the PPA] to avoid conflict of interest in choosing investments." If your employer hasn't arranged options for you to receive professional advice about your employer-sponsored retirement savings plans, now is a great time to let your employer know you're interested.
Other provisions of the Act that provide benefits and new options for retirement savings include the following:
- Keeping recent increases in the annual contribution amounts people are allowed to put in retirement accounts (for 2006, up to $4,000 in IRA accounts and up to $15,000 in 401(k), 403(b) and 457 plans), including the amounts people nearing retirement can put in as "catch-up" contributions (for 2006, up to $1,000).
- Keeping the recently-introduced Roth 401(k), a retirement savings option that employers can set up, allowing employees to save after-tax income that can be withdrawn later in retirement without additional taxes.
- Allowing a way for non-spouse beneficiaries to transfer inherited funds from a 401(k) or other company-sponsored plan to an IRA account, allowing them to avoid the immediate tax obligations such inheritances used to create for the beneficiary.
- Allowing a way for individuals (only those aged 70 ½ or over) to donate IRA funds to charities without having the withdrawal of those funds subject to taxes.
- Allowing an option for income tax refunds to be deposited directly in an IRA account.
If any of these new provisions sound interesting, be sure to consult a financial planner or tax professional to learn if they apply to your situation.
The PPA is an important step in reforming pension and retirement savings plans. But there's still far to go. Vitigliano points out that only half of all working Americans have access to employer-sponsored retirement savings plans. One challenge ahead is to make employer-sponsored retirement plans available to the other half. Another is for retirees to learn to manage their money as they move from what Vitigliano calls "the accumulation phase to the decumulation phase." In other words, baby boomers have spent most of the past few decades building their wealth; now they have to figure out how to spend it responsibly so their wealth will last throughout their retirement. "Many people will have a mix of Social Security, savings/investments and home equity to work with," says Vitigliano. "They will have to make some tough decisions. The first step is to be aware those decisions are out there."
For those who want a glimpse into their financial futures, the Center for Retirement Research has just the thing. Its Get Rich Slow game is designed to get people actively engaged in retirement planning. Though devised for women and meant to be played in a group setting, Vitigliano says individuals of either gender can profit from it. The game is played just like real life: you make financial decisions and then deal with the consequences. Getting informed about pensions and retirement savings plans-through employers, financial planners or games like Get Rich Slow-is the only way to make sure that the long, strange trip toward retirement takes you to your desired destination.

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