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November 9, 2012 Office of Retirement Services Serving more than 530,000 customers Michigan Public...
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Transcript of November 9, 2012 Office of Retirement Services Serving more than 530,000 customers Michigan Public...
![Page 1: November 9, 2012 Office of Retirement Services Serving more than 530,000 customers Michigan Public School Employees Retirement System.](https://reader035.fdocuments.us/reader035/viewer/2022070415/56649e5d5503460f94b56af1/html5/thumbnails/1.jpg)
November 9, 2012
Office of Retirement ServicesServing more than 530,000 customers
Michigan Public School Employees Retirement System
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Agenda
Why PA 300? Reform Overview Next Steps Employer Tools Employer Contribution Rates & Funding The Funding Studies Membership State of Michigan Shared Services
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Why P.A. 300?
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Why Reform?
Rising healthcare costs Less than favorable investment returns Increasing retiree population Shrinking active population Michigan Public School Employees
Retirement System is paying out more than it’s taking in
To compensate for this, employer contribution rates have grown to an all-time high and were expected to grow to 35 percent of payroll costs by 2016.
…Sustainable?
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Why Reform?
PA 300 of 2012 addresses most of these issues for long-term sustainability
It reduces the employer contribution rate Employees pay a greater share
Provides for a maximum retiree insurance premium of 80%
Prefunds retiree healthcare Maintains current employer contribution levels Reduces the Unfunded Liability by more than $15 billion
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Reform Overview
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Retirement Reform Overview
Bill signed by Governor Snyder on September 4, 2012
Members who began public school employment before September 4, 2012 are given a voluntary election regarding their retiree healthcare.
Members who began employment before July 1, 2010 are also given a voluntary election regarding their pension.
Premium subsidy for retiree health insurance is reduced from 90% to 80%.
Continued analysis through specific studies
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Retirement Reform Overview
Election window is September 4, 2012 to October 26, 2012 – now passed The temporary restraining order prevented the closing date of the
window. Members are being encouraged to continue to educate themselves and elect.
Changes effective December 1, 2012 New Hire reporting requirements for DC and PHF Election window implementation – to be determined
Premium subsidy changes effective with the January 2013 pension payments
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Retirement Reform Summary
Healthcare Options Premium Subsidy (default) – Continue 3% contribution for
retiree healthcare and keep the retiree health insurance premium subsidy offered by the state
Members who first worked before 7/1/08, maximum (80%) subsidy after 10 years of service
All others, graded subsidy based on years of service
Personal Healthcare Fund - A portable, tax-deferred fund that can be used for paying healthcare expenses in retirement
Member is automatically enrolled in a 2% contribution and earns a 2% employer match
Member discontinues the 3% retiree healthcare contribution as of December 1 and a refund of all contributions will be deposited into their 401K.
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Retirement Reform Summary
Pension Plan Options Option 1: Increase contributions to the pension fund and keep
the 1.5% pension factor Option 2: Increase contributions to the pension fund and keep
the 1.5% pension factor until 30 years of service. At 30 years, drop back to current funding level and all future service is calculated using a 1.25% pension factor
Cost to members Basic Plan members: 4% contribution instead of 0% MIP-Fixed, MIP-Graded, and MIP-Plus Plan members: a flat 7%
contribution instead of 3.9% graded up to 6.4%
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Retirement Reform Summary
Pension Plan Options Option 3 (default): Keep current level of contribution to the
pension fund Pension formula for years of service through November 30 will
based on a 1.5% pension factor Pension formula for service after that will be based on a 1.25%
pension factor
Option 4: Move to a DC plan for all future service Receive a 4% employer contribution to a tax-deferred 401(k)
account. At retirement, receive a pension based on years of service and final
average compensation as of December 1 and a 1.5% pension factor.
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Retirement Reform Summary
Hired after September 4 Pension Plan: Members have 75 days to choose a retirement
plan Pension Plus - the current hybrid plan that contains a pension
component and a savings component Defined Contribution - provides a 50 percent employer match on
employee contributions of up to 6 percent of salary
Personal Healthcare Fund: Automatic enrollment Members contribute 2% and receive a 2% employer match At termination, members with 10 years of service receive a $2,000
credit (age 60+) or $1,000 (under age 60) into a Health Reimbursement Account
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Retirement Reform Summary
Other Provisions
Who Can Make an Election? Active MPSERS members who earned service credit the 12 months
ending on September 4 Active MPSERS members on a professional services or military leave
of absence who have maintained their employer-employee relationship Reporting units affirmed status of members for ORS
How Does This Affect Retirees? Retirees who are not Medicare eligible will pay 20% of their health
insurance premium, up from the current 10% Medicare-eligible retirees continue to pay 10% of their premium
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Employer Next Steps
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Employer Information Website
Created a centralized Web page to access information and tools.
Member information and calculators
Reform Alerts - informing you important changes needing timely action
Process for reporting New Hires
Reporting requirements for December 1
Hosted Webinars Series
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Employee Validation File
Throughout the Election Window: Continue to notify ORS of any status changes of each employee
as soon as possible by uploading a file through the Data Exchange Gateway
Notify ORS of any new Members that first worked prior to September 4, 2012
After the Election Window closes: A list of employees will be provided to validate the final
comprehensive list ORS will provide a list of employees with the election selection
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Retirement Report Testing
Created a test site for all reporting units to test reporting changes.
Testing is available beginning October 29 through November 16, 2012
All reporting units are encouraged to take advantage of this opportunity to upload a reports
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Implementation
Retirement Reporting Implementation Date The new retirement reporting file layouts will be
implemented with all reports submitted December 1, 2012, and after.
These reports must be in the new file layout, even if the report begin and/or end dates fall before December 1.
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Implementation
Retirement Benefit Plan Effective Dates Reporting contribution changes for all member benefit
plan elections are effective with your first payroll period with a December, 2012 begin date.
As ORS requires that you report wages when paid, not when earned, please remember to begin withholding the new contributions for the first pay period that will be reported with a begin date of December 1, 2012, or after.
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Employer Contribution Rates & Funding
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Employer Rate Cap
The legislation, as passed, allows for all of the following: The Unfunded Actuarial Liability (UAL) charge to
employers will not exceed 20.96% of payroll Normal Cost is not capped
Normal Cost has minor year-to-year fluctuations based on actuarial/member demographic changes
Any UAL charges in excess of 20.96% will be paid through appropriation
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Funding Retiree Healthcare
Changed from pay-as-you-go to pre-funding We are unique and leading edge in this approach
Will apply employee 3% contribution toward funding healthcare
Uses savings from 80/20 premium split
Allows investment earnings to fund what would otherwise be required from the employers
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FY 2013 - EMPLOYER CONTRIBUTION RATES Effective October 1, 2012 with Temporary Restraining Order in Effect
DB CONTRIBUTIONS ELECTION OPTIONS
Basic/MIP Pension PlusPension Plus PHF
First Worked 9/4/12 or later
Pension Plus to DC with PHF
First Worked 9/4/12 or later
Basic/MIP DB to DC
with DB Health
Basic/MIP DB to DCwith PHF
Basic/MIP with PHF
PENSION CONTRIBUTIONS
Pension Normal Cost 3.47% 2.24% 2.24% 0.00%
Pension UAL 11.42% 11.42% 11.42% 11.42%
Early Retirement Incentive 1.36% 1.36% 1.36% 1.36%
Pension Total Rate 16.25% 15.02% 15.02% 12.78%These options will not be implemented
until such time as the TRO is lifted.
HEALTH CONTRIBUTIONS
Health Normal Cost 0.93% 0.93% 0.00% 0.00%
Health UAL 8.18% 8.18% 8.18% 8.18%
Health Total Rate 9.11% 9.11% 8.18% 8.18%
DTL2 DB Contribution Total 25.36% 24.13% 23.20% 20.96%
DC CONTRIBUTIONS
DC Employer Contributions 0.00% 1.00% 1.00% 3.00%These options will not be implemented
until such time as the TRO is lifted.Personal Healthcare Fund 0.00% 0.00% 2.00% 2.00%
DTL4 DC Contribution Total 0.00% 1.00% 3.00% 5.00%
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Funding Studies
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Background
Intended to provide recommendations for a sustainable retirement system
Will be conducted by an independent 3rd party – Segal Company
Due to the legislature on November 15
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Study 1: Hybrid or DC?
Compares the current Pension Plus hybrid plan to a SERS-style Defined Contribution plan 4% employer mandatory contribution 1:1 employer match up to 3%
Alternative DC plan designs Possible plan changes (assumptions, benefits,
etc.) for the existing plans Evaluation will be based on adequacy, cost,
sustainability, risk, and economic impact
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Study 2: Funding Mechanism
Will evaluate the Current Operating Expenditures (COE) model that was included in earlier versions of SB 1040
Other types of alternative funding mechanisms
Evaluation will include: Sustainability, fairness, stability, risk of manipulation Which reporting units should participate in which
mechanism (i.e., k-12, charters, ISDs, universities, libraries, community colleges)
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Study 3: Pre-Funding Healthcare
Will evaluate the pros, cons, and costs of pre-funding retiree healthcare vs. the pay-as-you-go system
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Stranded Costs Occur when school employers intentionally reduce
covered payroll, e.g., retirement incentives offered by local schools, special contractual arrangements.
School employers who do not intentionally reduce their covered payroll bear a disproportionate share of pension UAL and retiree health care costs (their own share plus).
Membership Decline
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Privatization Considerations
What are the risks when you transfer an asset out of your control?
What do you really save? Some districts invited their services groups to compete
with privatized competitors – and they have won Cost shifting versus cost saving
Responsibility to be stewards of the broader education community
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Saving Opportunity vs. Shifting
How much of retirement contributions are eliminated with privatization?
How much of retirement contributions are reassessed to all schools in the system due to privatization?
Normal Cost Unfunded Accrued Liability (UAL)
3.17%/4.4% 20.96%
Normal Cost Unfunded Accrued Liability (UAL)
3.17%/4.4% 20.96%
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Good Stewardship: Cost/Benefit Analysis
When considering privatization, careful cost/benefit analysis is required
Private companies should only be used when they produce real savings
Inaccurate cost/benefit analysis has contributed to a downward spiral
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State of MichiganShared Services
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State of Michigan’sDTMB Office of Support Services
Fleet Services
Printing
Mail & Delivery
Surplus Services
Records Management
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Motor Vehicle Fleet Services The State of Michigan leases its motor vehicle fleet Managed Fuel Managed Maintenance Accident/Maintenance Call Center, Available 24/7
www.michigan.gov/dmb > Services and Facilities > Vehicle Services
Printing Large volume printing for items from brochures to tax forms
State of Michigan’sDTMB Office of Support Services
Digital Print Offset Printing
Color Printing Variable Data Printing
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Mail Delivery Inserting Presorting to obtain maximum postal discounts Small package shipping
www.michigan.gov/dmb > Services and Facilities > Mail & Delivery
Surplus Services Helps reduce storage costs and generate revenue through online
and live auction services. Federal Surplus Property Program. Obtain vehicles and other heavy
equipment, computers, furniture, and other property no longer needed by federal agencies.
www.michigan.gov/dmb > Services and Facilities > Shop Surplus!
State of Michigan’sDTMB Office of Support Services
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Records Management
Do you know what paperwork and electronic records you should save?
Records Management Analyst Services provides consultation and recommendations of best practices for records management.
www.michigan.gov/recordsmanagement
State of Michigan’sDTMB Office of Support Services
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Discussion
What have I missed?
What questions do you have?
Strengthening Communities and Securing Futures
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Contact Information
Office of Retirement Services Website: - www.michigan.gov/ors Member Customer Services – 800-381-5111 Employer Reporting Website- www.michigan.gov/psru Employer Customer Services - 517-636-0166 Angie Schrauben – 517-322-6547
Steve Crippen – [email protected]
… for a successful today and a secure tomorrow.