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True or False: Target-Date Funds Guarantee Retirement Success?

November 9, 2011 RSS Feed Print
Roger Wohlner

Roger Wohlner

A recent Wall Street Journal article cited an Alliance Bernstein survey of 1,000 workers taken in February about target-date funds in which over half “mistakenly believe[d] that using target-date funds will guarantee that their retirement income needs will be met.”

[See 5 Considerations for Investing in Target-Date-Funds.]

As both a financial planner and as an adviser to retirement plan sponsors and to individual plan participants, I find this result appalling.

The fund companies offering them would be the first to tell you (I hope) that there is nothing guaranteed about TDFs. There is a growing movement within the retirement plan space to add guaranteed-income products to TDFs, but that hardly means that TDFs guarantee success.

Why would so many plan participants harbor this mistaken belief? My guess is that this in part stems from a lack of education as to what these funds are and what they are not. If you are considering a TDF for all or part of your 401(k) account or as an investment in general, here are a few things to consider:

TDFs with the same target date may vary widely as to their asset allocation. There is no requirement that a TDF with a given target date have any particular allocation to equities, fixed income, etc. In fact, these allocations can vary widely among TDFs with the same target date.

The fund with the target date closest to your intended retirement might not be the best fund for your needs. As with any investment, you need to look at the fund’s investment allocation in light of your financial goals, risk tolerance, etc. You should also look at the fund as a part of your overall portfolio if you have investments outside of your retirement plan, such as IRAs, taxable accounts, a spouse’s retirement plan, and the like.

Many TDFs are funds of the mutual fund company’s funds. This is the case for Vanguard, Fidelity, and T. Rowe Price, which collectively have about 80 percent of the TDF assets. This is not good or bad, but you should take a look at the funds that make up the TDF that you are considering. In some cases, I’ve seen fund companies use funds other than what I consider to be their top funds; perhaps they are looking to add assets to these funds.

Most of all, remember that the biggest single determinant in retirement success is the amount saved. If you start early, save as much as you can, have a financial plan in place, make good investment choices, and seek professional help if you need it, the benefits will likely far outweigh the costs.

Roger Wohlner, CFP®, is a fee-only financial adviser at Asset Strategy Consultants based in Arlington Heights, Ill., where he provides advice to individual clients, retirement plan sponsors, foundations, and endowments. He recently cofounded Retirement Fiduciary Advisors to provide direct investment and retirement planning advice to 401(k) plan participants. Follow Roger on Twitter and LinkedIn. Roger also blogs at Chicago Financial Planner.

Tags:
investing,
mutual funds

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Dennis,

I wouldn't be quite so harsh on employee education but I do agree that far too many employees are not prepared for retirement. This is why we started Retirement Fiduciary Advisors. We feel that direct, specific advice to plan participants on how to invest their retirement plan accounts as well as direct retirement planning advice are what is needed. To us this is the next logical step after education.

Roger Wohlner (the author) of IL 3:26PM November 10, 2011

So called ‘retirement education’ is a multi-Trillion dollar failure (the annual income shortfall of millions of baby boomers times 20 years or so of retirement).

With 401k ‘retirement plans,’ employees are responsible for defining their future income, funding it and having distributing it for as long as they live. Unfortunately, they don’t know how to do any of these things.

Due to retirement education’s failure, $260 a month is how much typical near-retirement employees can expect. So says professor Alicia Munnell, director of the Center for Retirement Research at Boston College. According to her, typical individuals approaching retirement had only $78,000 in their 401ks and IRAs. Using the four percent a year lifetime withdrawal rule that many financial planners follow, it comes out to $260 a month from the employees’ retirement accounts.

Maybe that’s why nearly 90% of 401k plan sponsors say most of their employees will not be financial prepared for retirement.

The current approach to retirement education is like putting inexperienced drivers in high-powered race cars and wondering why they crash. But rather than making sure the drivers have the needed skills, the ‘solution’ has been to add more investment horsepower and auto-cruise gadgets to 401k plans. Is that because the sophisticated mechanics who are in charge know how to improve the vehicles (401ks) – but not the education?

Until adult basic adult education principles, competency-based success measures and personally meaningful and realistic account targets become part of an adult-oriented retirement education program, retirement just ain’t going to work. (pun intended)

Before anyone rushs to defend it, keep in mind that there were no adult education experts or instructional design professionals involved in creating what is now called retirement education. It was built 30 years ago using old mutual fund sales presentations and materials. It continues today because ‘that’s the way it’s always been done’ and ‘it’s what all organizations are doing.’

The ‘retirement industry’ must either fix retirement education so employees learn how to use a 401k successfully…or give up on using ‘voluntary’ retirement plans.

Americans deserve to know how to achieve the retirement they want.

Dennis Ackley (dennisackley.com)

Dennis Ackley of MO 9:46PM November 09, 2011

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