Grading Your 401k

Sixty five million Americans now invest for retirement through 401(k)s and similar plans. Defined contribution plans have become the centerpiece of many American’s retirement savings. How can you determine if your plan makes the grade? Here are some of the components to look at when judging your company’s 401k.

Fees

Low fees and expenses are important to getting the most benefit from your 401k. Unfortunately it is often hard to determine how much you are paying in investment, administrative, legal, record keeping, and accounting expenses. Now the various fees are not secrets, but are typically hidden in the fine print of multiple documents available in multiple places, so it's very hard for individual investors to figure out what has been subtracted from their individual accounts.

Fortunately, under a proposed Labor Department regulation, scheduled to go into effect January 1 of 2009, your employer may be required to tell you these fees, and disclose in dollar terms each quarter how much you are being charges for these various fees.

What levels of expenses are appropriate for your plan? It depends on the size of your plan. But for all but the smallest plans (plans with less than $500,000 in total assets) total expenses of 1% to 1.5% is reasonable. The total expenses include investment management, record keeping and accounting, legal, and administrative expenses.

If your plan charges more you should question those in charge of the plan. The company sponsoring the plan has a fiduciary duty to plan participants and they may be just as much in the dark as you about the fees being charged.

Matching

Matching is a key feature of 401(k)s participation rates increase when an employer matches a participant's contribution in one form or another. Most large employers realize that and many small companies have matching programs under the ‘safe harbor’ rules, that allow highly compensated employees and business owners to maximize their 401k deferrals.

No restrictions on sales of employer stock

In the wake of such high profile corporate bankruptcies such as Enron and more recently Bear Stearns the importance of not having too much of your retirement money invested in employer stock is evident. The best plans, at least of those that use employer stock funds, have no barriers to immediate diversification.

Automatic Enrollment

The best 401(k) plans automatically enroll workers into qualified default investment option and automatically increase their contributions over time. With auto enrollment more employees end up saving for retirement, and they start saving earlier, making their chance of reaching their retirement goals higher.

Investment Options

The best plans offer enough investment options to allow you to build a well diversified portfolio. They often include large cap, mid cap, small cap, and international stock funds, as well as bond funds and money market or guaranteed income options. Many of the best plans now offer target date or risk based portfolios to simplify your selections. The best plans also offer automatic rebalancing of your investments at regular intervals.

Education

Employee communications and education is an important piece of keeping you informed of the changes that could affect your retirement plans. The best plans offer ongoing investment education and financial planning information.

Pricing

Some of the best 401(k) plans tend to invest in funds that have what's called institutional pricing. Most mutual funds come in many classes, with some classes having higher fees than others. Plans that use funds with institutional pricing typically have the lowest fees, but in any event your plan should be using the share class with the lowest expenses available to the plan based on the plan size.

401k Q & A

Through my membership in NAPFA, I received a press request from a reporter with MSN. The questions he posed were so good I though it would make a good blog post.

How can a person tell if their employer sponsored defined benefit plan is good?
Wow, a very subjective question. It is hard to make generalizations but the first place to look is the fees charged to participants. Many 401k providers "wrap" administrative and reporting fees into an "asset fee" or "annual maintenance charge" that are billed against the individual participants investments. While this is legal, a "best practice" is for the plan sponsor to pay these fees directly on behalf of the plan. It is a deductible item for the sponsor and allows better returns for the participants by lowering the expenses charged to their tax deferred account. Another area to examine is the total fees paid by participants, which include "asset fees" and the expenses of the investments a participant chooses to use in their account.

If not what can they do to remedy the situation?
Many employers are not aware of their options. The employer has made a financial commitment to their employees by offering the 401k, and they are almost always participants themselves. I am sure they want to offer the best plan they can. A good resource for plan sponsors is www.dol.gov/ebsa/fiduciaryeducation.html. Here sponsors can download booklets and forms to help them evaluate different 401k proposals.

Can you have a Traditional IRA if you have a 401k or 403b plan at work?
Yes, if you meet certain income limits. For single filers with modified adjusted gross income of $52,000 and under for joint filers with income of $83,000 and under if you participate, or income of $156,000 and under if your spouse is the participant, you can make fully deductible contributions. For single filers with MAGI between $52,000 and $62,000 and joint filers with MAGI between $83,000 and $103,000 if you are the participant and between $156,000 and $166,000 if your spouse is the participant you can make partially deductible contributions. Another option is a Roth IRA contribution which you can use if you would qualify for a fully or partially deductible Traditional IRA contribution.

Retirement Plan Limits for 2007

Here are updated contribution limits for 2007 :

401(k) & 403(b) - $15,500 plus $5,000 catch up if 50 or older.
SIMPLE IRA - $10,000 plus $2,500 catch up if 50 or older.
IRA & Roth IRA - $4,000 plus $1,000 catch up if 50 or older.

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Pension Protection Act

The Pension Protection Act of 2006 was recently signed into law by President Bush. The act contains numerous provisions that benefit individuals including:

• Made permanent the increased IRA contribution limits that were set to expire in 2010 and provides for indexing contributions to inflation after 2008.
• Made permanent the tax free withdrawal status for qualified distributions from 529 college savings plans that were scheduled to expire in 2010.
• Allows non-spouse beneficiaries of qualifies plan assets to rollover the proceeds to their own IRA.
• Allows for automatic enrollment in 401k plans, requiring workers to opt out rather than opt in.
• Allows employers to pay advisors to counsel participants in qualified plans without becoming liable for the advise given to participants as long as the company performs due diligence when hiring advisors and the advisor is a fiduciary accepting person liability for the advise provided.
• Allows members of the military called to active duty to take penalty free distributions from IRA, 401k, and similar qualified plans.
• Permanently allow for Roth 401k and 403b plans.
• Made permanent the Savers Credit under which low and moderate income tax payers can receive a non refundable credit for contributions to retirement savings plans and IRAs based on income and filing status.

For more information look here and here.

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