RCS Capital Scoops Up Another Broker/Dealer

RCS Capital Corporation (RCAP) has entered into an agreement to purchase independent broker/dealer Girard Securities, Inc., further expanding the RCAP advisory network’s major 2014 growth.

The firm says it also recently entered an agreement to purchase VSR Financial, with 264 registered representatives and advisers. The deal with Girard brings about 250 additional producing financial advisers, with an average annual production of approximate $210,000 per adviser, to RCAP, as well as over $10 billion of assets under administration.

Earlier deals in 2014 helped push RCAP’s advisory network well into the top-five largest independent financial advisory networks in the U.S. by number of advisers. A January deal to purchase Cetera Financial Group was valued at $115 billion and expanded RCAP’s ranks by more than 6,600 advisers, bringing the group’s total number of producing advisers to just shy of 9,000. Then came a deal to acquire J.P. Turner & Company for $27 million in aggregate consideration. This pushed RCAP’s advisory network to 9,300 advisers.

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With the most recent Girard deal, RCAP’s footprint grows to some 9,700 independent retail advisers spread across its national network.

According to RCAP, Girard provides a broad range of securities brokerage and investment services primarily to individual investors.  It sells insurance products, including variable and fixed annuities and life insurance.  Girard also offers, through its SEC-registered investment adviser subsidiary and its network of independent financial advisers located throughout the United States, asset management and investment advisory services. Girard will continue to operate under current management and the “Girard” brand, RCAP says.

Michael Weil, president of RCAP, says this transaction represents “another successful step in solidifying RCAP as a leading independent retail advice platform. With over $10 billion of assets under administration, Girard will provide RCAP with a well-established independent retail adviser platform. We believe its diverse service offering and valuable RIA relationships will immediately strengthen RCAP’s revenue stream, as well as deepen our roster by adding experienced, top-tier advisers.”

He adds that this transaction, coupled with the recently announced agreement to acquire VSR Group, further demonstrates RCAP’s “commitment to capitalize on external growth opportunities.”

Weil says that Richard Woltman, chairman emeritus of the board of directors of Girard, is considered by many to be a pioneer of the independent broker/dealer industry. Forty years ago, he and two partners founded First Affiliated Securities, the predecessor of what today is known as First Allied Securities, a wholly owned subsidiary of RCAP.

Susie Woltman Tietjen, Richard Woltman’s daughter and the current chairman of the board of directors and CEO of Girard, says RCAP’s commitment to maintain the separate identity and culture of Girard “was one of the most attractive aspects of this combination.”

“This transaction will allow Girard to leverage the resources of what we believe to be one of the industry’s fastest growing and most innovative firms,” she adds. “Moreover, we expect this union will result in the realization of our shared vision of providing greater opportunities for our advisers and a more diverse service offering to their retail clients.”

The transaction is expected to close in late 2014 or early 2015, according to RCAP, and is subject to regulatory approvals and other customary closing conditions.

Upon the close of the transaction, Girard will join the other firms that make up RCAP’s independent retail advice platform operating under the Cetera Financial Group umbrella, which includes Cetera Advisors, Cetera Advisor Networks, Cetera Financial Institutions, Cetera Financial Specialists, First Allied Securities, The Legend Group, Investors Capital Corporation, J.P. Turner & Company, and Summit Financial Services Group (and following the closing of a pending acquisition, VSR Group).

Additional information about RCAP can be found on its website at www.rcscapital.com.

Employers Want to Boost NQDC Plan Participation

Non-qualified executive retirement plan sponsors report that they would like to see participation levels in these plans increase.

According to the 2014/2015 edition of “Executive Benefits: A Survey of Current Trends,” a recurring survey report from The Newport Group, 78% of plan sponsors say they offer a non-qualified deferred compensation (NQDC) plan to executives, in line with the number of Fortune 1000 companies that do so (72%). More than half of respondents that do not offer a NQDC plan (55%) say they are considering offering one in the next two years.

There is a declining prevalence of supplemental executive retirement plans (SERPs), from 67% offering them in 2009 to only 30% offering them now. The survey report notes that as companies are de-risking their qualified defined benefit plans, and SERPs often function in tandem with defined benefit plans, companies are freezing or terminating them.

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Since 2006, participation rates for NQDC plans have averaged 46%. The survey finds offering an employer match contribution has an impact on plan participation. Participation averages only 40% when plan sponsors do not offer a match, but averages 58% in plans that do offer a match.

One-third of respondents expect to increase the number of employees eligible for their NQDC plans in the next couple of years (see “NQDC Plans See Higher Participation”). The most common determination of eligibility (58%) is job title. One-third of respondents report using base salary and approximately one-quarter each use total compensation or job grade as a determinant of eligibility.

Non-qualified executive retirement plan sponsors also see room for improvement in participants’ understanding of the plans and their features—an area where retirement specialist advisers can contribute. NQDC plan sponsors have made little change, and foresee little change in the next two years, to the number of investment options offered in their plans. However, 41% expect to increase communication and education in the next two years.

The most critical goals for non-qualified executive retirement plans among respondents are to have a compensation program competitive with their peers (35%), to retain executives (28%), to allow executives to accumulate assets (27%) and to attract executives (23%). Only 4% said increasing stock ownership for executives was a critical goal.

Plan sponsors report that participants are generally satisfied with investment choices (99% somewhat or very satisfied), the impact of the plan on their retirement readiness (99%), website experience (97%), and the plan as a valuable component of their overall benefits package (97%).

Newport’s survey contained more than 145 questions about nonqualified retirement and executive benefit plans. Respondents included human resource executives and chief financial officers at companies with annual revenues of $1 billion or more. The survey was conducted and compiled by Greenwald & Associates on Newport’s behalf.

A copy of the full survey report may be requested by emailing thenewportgroup@newportgroup.com.

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