Market Growth Expectations Continue to Drop Long-Term

Looking to 2017 and beyond, investors must accept that expectations for market returns over the next 10 to 15 years have declined for most asset classes. 

Sharing advanced data from their forthcoming 2017 Long-Term Capital Market Assumptions report, J.P. Morgan Asset Management researchers tell PLANADVISER they expect marginally tougher investing conditions during 2017, continuing the trend of declining long-term return assumptions.

“In an overall portfolio context, the return for a simple 60% world equity and 40% U.S. aggregate bond portfolio is expected to be in the neighborhood of 5.5% to 6.0%, roughly 75 basis points below our 2016 assumptions,” explains Anne Lester, head of retirement solutions for the firm’s global investment management solutions group. “Volatility forecasts are also marginally higher.”

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According to J.P. Morgan’s assumptions, the combination of lower fixed-income returns, a decline in economic growth assumptions and reduced equity returns “pulls the efficient frontier uniformly down.”

“In fact, the major components of this 60/40 portfolio are among the asset classes with the proportionately greatest decline in return assumptions versus last year’s estimates,” Lester warns. “Plan sponsors face a stark choice once they have acknowledged the outlook for lower returns.”

Some plan sponsors will choose to stay the course—with participants contributing at their current deferral rates, often into relatively undiversified portfolios.

“Alternatively, they can take action to help improve retirement outcomes, such as encouraging participants to save more,” Lester suggests. “They could consider investment strategy options that can make portfolio diversification easier; and provide participants with the opportunity to enhance returns through the use of active management.”

Naturally, the firm is encouraging participants to save more and start earlier.

“We’ve said it many times, and it still bears repeating. The downgrading of our long-term economic growth and market return assumptions, combined with longer life expectancy, points to a heightened possibility of participants outliving their retirement savings,” Lester says. “Saving more is the most obvious and effective way to improve retirement outcomes.”

NEXT: Saving more simply a necessity 

In this environment, J.P. Morgan continues to believe the best approach to encouraging saving is to actively place participants on a solid savings path through plan design options such as automatic enrollment and automatic contribution escalation.

“Many plan sponsors are concerned that participants might push back on any attempt to diminish their control over the contribution decision,” Lester notes. “Our research suggests, however, that most participants are in favor of, or at least neutral toward, these programs.”

Beyond saving more, expanding the investment opportunity set to include, for example, high yield debt and a greater allocation to emerging market equity can help enhance expected return. Adding real estate, with its relatively low correlation to both equity and debt, can help dampen volatility.

“The addition of such assets can help shift the efficient frontier up and to the left,” Lester says. “What’s more, compared with the major components of a simple 60/40 portfolio, return estimates for these asset classes have held up relatively well versus last year’s estimates. The goal, of course, is not simply to offer a broader range of asset classes within the core menu, which would leave the complex task of asset allocation to plan participants. Our research suggests that only about one-third of participants are confident in their ability to choose the right investment options from their plan lineups.”

A similarly small percentage are confident that they can appropriately adjust the allocation of their portfolios as they approach retirement, further bolstering the arguments for greater use of automatic plan features.

“We believe the best way for participants to access a diversified palette of investment options is through professionally managed portfolio strategies, such as target-date funds,” Lester concludes. “When the glide paths underlying these strategies are based on a consistently derived set of long-term asset class return, risk and correlation assumptions, combined with strategic asset allocation expertise and awareness of participants’ behavior and changing investment needs over the life cycle, these strategies can guide the allocation of assets over time. In short, target-date funds can help participants realize the true advantages of diversification all along the road to retirement.”

NEXT: A lasting role for active management? 

Lester is quick to point out that the firm’s long-term capital market assumptions, by design, do not reflect returns to active management.

“They are estimates of index-based returns, intended to inform strategic allocation or policy-level decisions over a 10- to 15-year investment horizon,” she explains. “With a lower return outlook for most asset classes, and an uncertain period of U.S. presidential transition and potentially greater market volatility ahead, investors will need to embrace a broader opportunity set.”

Lester says this means “not only investing in more asset classes but also having the opportunity to generate alpha.”

“This can be achieved both through skilled managers—professional investors adept at security selection—and through tactical asset allocation: the ability to opportunistically shift assets across sectors, asset classes and regions as attractive opportunities present themselves,” she suggests. “And given the low correlation between the alpha and beta components of return, the active component can also help to diversify portfolio risk.”

Lester concludes that retirement plans, to succeed in promoting retirement readiness, must adopt automatic enrollment and automatic contribution escalation to encourage greater saving.

“Consider target-date funds as the plan’s qualified default investment alternative to help ensure that participant portfolios are broadly and effectively diversified—both initially and as participants approach retirement,” she says. “Select professionally managed target-date fund strategies with the potential to provide enhanced returns through both skilled security selection and tactical asset allocation.”

J.P. Morgan Asset Management’s full report is available for download here

Fidelity Sees Increased Focus on Wellness and Retirement Income

The company also predicts continued changes in adviser fee models and stricter requirements for DC plan loans.

Fidelity has predictions for retirement plan trends this year, and it expects more focus on education and wellness.

The company notes that employees don’t leave their financial problems at home, which leads to distractions and lower productivity at work. That’s why more employers are offering tools to help with budgeting, debt management, prioritizing savings goals and managing life events such as a wedding or buying a new home. One example of the strong need by employees: Fidelity’s online financial wellness experience has received more than one-million visits since April by those needing information.

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Fidelity also expects more online and on-demand benefits education. Attendance at Fidelity’s live web education sessions is up 52% and use of on-demand seminars is up 62% since 2012. In addition, the “take action” rates for on-demand seminars are consistently higher than both virtual web sessions and in-person seminars. Employees of all ages are gravitating to the sessions, which range from the basics such as impact of increasing savings, to the complex, such as Social Security claiming strategies.

But it’s not all about financial wellness. Benefits programs are evolving into total well-being platforms. Employers are educating workers about the value of health savings accounts (HSAs) and offering financial incentives for participation in wellness programs (weight loss, smoking cessations, etc.). They are also focused on helping employees transitioning into retirement ensure their retirement savings isn’t depleted by health care costs

NEXT: Focus on retirement income and stricter guidelines for loans

Fidelity notes that employers are concerned that many employees aren’t saving enough and won’t be financially ready to retire. Workplace savings plans haven’t typically been designed with an income replacement goal in mind, but more employers are using auto solutions and higher default deferral rates to put employees on the right track. As of today, nearly one-in-five employers design their plan with a target specific income replacement rate, compared to only 4% of employers in 2013.

The company also predicts stricter guidelines around defined contribution (DC) plan loans. Most people who take loans do so for needs such as home repairs, medical bills and unplanned expenses, Fidelity research shows, but half of those loan-takers get another loan (or more). Employers are putting stricter rules around loans and are using data to determine where proactive education may be needed to help avoid the cycle of repeat borrowing.

Fidelity expects a rise in the use of target-date funds (TDFs) and managed accounts. More than 45% of 401(k) participants have all their plan assets in a target-date fund, up from 20% in 2010. For younger participants, 65% have all their assets in a target-date fund. In terms of managed accounts, the number of employees utilizing this option has nearly tripled over the last two years.

Finally, the company is looking at changes in Washington. The Department of Labor (DOL) fiduciary rule is expected to transform the retirement plan industry, particularly with the role and compensation for financial advisers. Today, advisers’ fees vary based on a plan’s investment options—different funds paid at different rates. But Fidelity is seeing advisers move to a flat payment approach where their compensation and fees are the same regardless of the investments.

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