Salisbury Stepping Down as CEO of EBRI

Dallas Salisbury will leave EBRI after 37 years as CEO of the nonpartisan, nonprofit research institute.

The Employee Benefit Research Institute (EBRI) opened for business on December 4, 1978. Its president and chief executive, Dallas Salisbury, became the face of the world of workplace retirement.

Salisbury, who before coming to EBRI held positions with the Washington State Legislature, the Department of Justice, the Employee Benefits Security Administration of the Department of Labor, and the Pension Benefit Guaranty Corporation (PBGC), was expert at helping the media and regulators understand the nuances of the American retirement system: both the importance and the fragility of the framework that supports how individuals retire. In concert with a wealth of data that EBRI accumulates from more than 35,000 plans, he provided invaluable insights about trends in defined contribution and defined benefit plans.

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A keen forecaster of market forces that affect benefits, Salisbury predicted in 2003 a rapid decline in retiree medical benefits and a rise in lump-sum payouts. Financial literacy, he said, would continue to be a real problem for American investors.

While intensely passionate about retirement savings and security, Salisbury never allowed personal passion to interfere with data-driven facts about the country’s retirement system. He pointed out weaknesses in the defined benefit (DB) system of the private sector, for example, stemming from the American worker’s tendency to leave an employer before accumulating sufficient service credits. 

His assignments have included Social Security Administration appointee to the Outside Scholar Panels for the SSA’s Financial Literacy Research Consortium, the SEC Investor Advisory Committee, the Board of Advisors to the Comptroller General of the United States, and the Board of Directors of the FINRA Investor Education Foundation, the Board of Directors of National Academy of Human Resources and the NAHR Foundation, the Secretary of Labor’s ERISA Advisory Council, the presidentially appointed PBGC Advisory Committee, the Board of Directors of the Society for Human Resources Management, the U.S. Advisory Panel on Medicare Education, the Board of Directors of the National Academy of Social Insurance, member of the Bipartisan Policy Center Commission on Retirement Security and Personal Savings, and numerous other commissions and advisory groups.

Salisbury will become president emeritus and resident fellow on January 1.

NEXT: Harry Conaway will head EBRI in January.

EBRI has named Harry Conaway, a senior partner with Mercer, new CEO. His appointment becomes effective January 1.

Conaway’s appointment represents EBRI’s commitment to its unique role as a “fact tank” for the public and decisionmakers, the organization said in a statement. Conaway has served on the EBRI Board of Trustees for more than a decade, as well as on the EBRI executive committee. Conaway has been with Mercer since 1989.

Around the time of the 40th anniversary of the Employee Retirement Income Security Act (ERISA), Conaway stated that the federal framework for retirement benefits was one of the law’s positive aspects.

“With Mercer, Conaway has built and managed a large, highly regarded, and financially successful human resources and employee benefits legislative and regulatory interpretation, research and communications group and will hit the ground running,” Pamela French, EBRI board chair, said in a statement.

Conaway cited the research institute’s reputation, databases and research team. “EBRI has the capacity to shatter myths and preconceptions,” he said. “As the new CEO, I'm proud that I will have the opportunity to listen to and work with EBRI’s members and partners in the benefits community, and to lead the nation’s premier employee benefits research organization.”

Using Alternative Investments to Diversify DC Participant Accounts

Advisers can differentiate themselves by showing DC plan sponsors how alternatives can help and how to include them in fund menus.

Alternative investments can be used by defined contribution (DC) plan sponsors to improve diversification, potentially enhance total returns and reduce portfolio volatility, as well as streamline plan investment lineups and combat negative participant investing behaviors, according to speakers at an OppenheimerFunds webinar.

While defined benefit plans have relied on alternatives for decades, DC plan sponsors have been slow to use them. Kathleen Beichart, head of retirement and third-party distribution at OppenheimerFunds, said this has been because DC plan sponsors are worried participants won’t understand the investments and there may be a low take up rate by participants or they may over-allocate or to these options. In addition, some plan sponsors are just not excited about adding another investment type to their plans.

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But, Paul Temple, senior vice president and head of DCIO sales at OppenheimerFunds, said offering alternatives may help plan sponsors manage their fiduciary responsibilities and increase the probability of participants reaching their long-term goals. “Plan sponsors have a fiduciary responsibility to act prudently and within the best interest of participants,” he said. “They have an obligation to diversify investments based on market conditions ‘then prevailing.’”

Participants are concerned about suffering bad losses in a down market cycle, and managing that volatility is key to helping participants reach their goals, Temple noted. At the same time investments cannot be too safe or earnings will not outpace inflation. He said adding alternatives addresses these risks.

Temple added that advisers can use this to differentiate themselves from the competition. “Plan sponsors may not be looking into alternatives; they may not be paying attention to them,” he said.

NEXT: How alternative investments help

Mark Hamilton, chief investment officer for asset allocation, and head of the Global Multi-Asset group at OppenheimerFunds, says in the current bond market, there is an expectation of structurally lower returns, in part because of the interest rate environment. “Are bonds, which have provided solid returns, going to be able to deliver returns that keep pace with inflation?” he asked. “We’ve relied on bonds to offset equity risks; as interest rates rise, will bonds provide the degree of protection they have in the past?”

As for the equity market, Hamilton noted that equities are above averages in long-term valuations. “What that says is, as we move forward, equities are not likely to achieve the same level of return,” he said. “Will traditional portfolios of bonds and equities satisfy investor needs over the long-term? This has sparked interest in alternative investments.”

Hamilton explained that real assets—such as real estate investment trusts and commodities—have good performance in periods of high inflation, where traditional assets do not do well. They can provide a valuable source of diversification that provides protection in inflationary periods. Income alternatives—such as master limited partnerships (MLPs), leveraged loans and catastrophe bonds—can mitigate against interest rate rises. They provide significant returns during periods of high interest rates. Alpha alternatives, such as hedge funds, can provide a cushion when the market is going down. They tend to have low correlation to market, and returns are less determined by what is going on in the equity market.

OppenheimerFunds suggests a portfolio that is a blend of all three types of alternative investments—multi-alternatives. An analysis has shown a hypothetical multi-alternatives portfolio has less volatility than the S&P 500, Hamilton said. It can provide a supplement to, and more diversification than, traditional equities.

NEXT: Considerations for implementing a multi-alternatives solution

“When you think about all the different categories of investments that can be used to diversify a fund menu, a plan sponsor could easily come up with a menu of 40 to 50 funds,” Temple noted. But, plan sponsors need to provide options without cluttering up the menu. “A multi-alternative choice potentially improves consistency of returns, helps reduce volatility, helps reduce correlations to the market and helps hedge risk, all in one fund versus six or so,” he said.

Temple added that packing alternatives into a single investment option provides a one-stop allocation solution, simplifies educational efforts, reduces the chance of participants’ performance-chasing behavior, and reduces due diligence for plan advisers and sponsors since they will be only monitoring one fund versus many.

However, OppenheimerFunds suggests plan sponsors limit participant allocations to multi-alternatives to 15%. According to Temple, plan advisers should work with plan sponsors and their recordkeepers to set allocation limits they deem appropriate; some may decide the limit should be less than 15%. Plan sponsors' investment policy statements (IPS's) should also be reviewed for asset class restrictions or asset allocation requirements, and amended, if necessary.

According to Hamilton, when structuring a multi-alternatives strategy, plan advisers and sponsors need to consider liquidity and the ability for participants to move into and out of funds. Alternatives with the lowest liquidity are not the best for DC plans; those in the middle can be okay; but, alternative investments with high liquidity are appropriate.

Hamilton suggested combining non-traditional assets of all varieties in a multi-alternatives portfolio, seeking low correlation to stocks and bonds and flexibility to adjust to a changing market. “Plan advisers and sponsors should actively manage risk, making sure the underlying investment vehicles in the strategy are not themselves becoming too correlated,” he said.

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