UW-Madison March 2012

UW-Madison
March 2012
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UW Allied Employee Organizations:
◦ American Federation of State County and
Municipal Employees
◦ Wisconsin University Union
◦ SEIU-Health Care
◦ AFT-W
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Susan McMurray
 AFSCME Wisconsin
 Government Relations
David Ahrens
 Wisconsin University Union
1875: American Express establishes first
private pension plan.
1891: The first public employee pension plan
in Wisconsin is established.
1911: A retirement system is established for
all teachers, university staff.
1981: Multiple retirement systems for public
employees are consolidated into a single
system (except for Milwaukee City &
County).
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To establish equitable benefit standards
throughout public employment.
To achieve administrative savings.
To promote economy and efficiency in
public service, facilitating the attraction and
retention of competent employees.
Oversees many employee benefits
including health and life insurances,
retirement plans and annuities.
 Secretary (Conlin) appointed by 13member ETF Board.
 It has approximately 230 employees.
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Oversees investments of contributions.
Currently has a portfolio of $84 billion.
Director (Bozarth) is appointed by
Board of Trustees consisting of nine
members w/ specific requirements.
State employee staff invests at much
lower cost than private investment firms.
 ETF
+ SWIB= WRS
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There are over 267,000 active participants.
Additional 150,000 have pension rights but
are no longer employed.
In 2009, 150,000 annuitants received $3.7
billion in pension benefits. (Avg= $24,000
yr)
90% of annuitants live in Wisconsin.
Covers all public employees (exc. Milwaukee
City & County) including legislators.
(In 2006) WRS annuity payments in
Wisconsin resulted in $4.5 billion in
economic activity and 33, 000 jobs.
(National Institute of Retirement Security)
 SWIB investments in corporations with
Wisconsin ties totaled more than $8.5
billion in 2008.
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Over 2/3 of annuities are from investmentsthe remainder from employer/employee
contributions.
Efficiently manages funds at a relatively low
cost: $.2 B to manage $84 B.
Or .002% and declining! (Compare to private
funds that typically demand .015% ++)
Effective: Over 10 years- pension increases
have equaled wage growth.
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Pew Center on the States, April 2011
‘Wisconsin is a national leader in managing
its long-term liabilities for both pensions and
retiree health care and other benefits. It has
funded nearly 100% of its total pension bill—
well beyond the 80% benchmark that the U.S.
GAO says is preferred by experts—by
consistently meeting its actuarially required
contributions.”
 Appleton
Post Crescent, 4/2011
“Wisconsin’s budget may be in a
hole, but the state’s pension
system is among the healthiest in
the nation. In fact, the Badger
State was one of just two states to
fully fund its public employee
pension in 2009 . . .”
Employee
Share
Employer
Share
Disability
All General Protective
&
Employees
University
Employees
5.0%
5.8%
Legislators
&
Executives
5.1%
9.4%
8.9%
3.9%
3.9%
Defined Benefit Plan
Defined Contribution
Amount of
benefit
Formula based on salary and Based on contribution,
years of service.
investment
performance of
individual account.
Duration of
benefit
Investment
Risk
Continues for life of
annuitant or spouse
Ends when individual
account is depleted.
Employer and employees
assume risk. All employee
contributions are pooled.
Employee assumes all
risk. Investment losses
result in lower
benefits.
Coverage
Covers most large public
employers and majority of
Fortune 500 companies.
Usually small nonunion employers, or as
an addition to a direct
benefit plan.
Management
Typically managed by
Typically managed by
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Defined Benefit: (WRS) Benefit is based on:
$40,000 (Salary) x 30 (Yrs of Service) x .016
(“multiplier”) =$19,200
For legislators/executives: $75K x 20 x
.02= $30,000
All contributions are pooled for shared risk.
Base benefit (e.g. $19,200) is minimum
though later benefits can fluctuate w/
market.
Benefit continues for life of employee.
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Typically a 401-K , 403-B.
All risk is assumed by the employee.
Individual accts can run out of funds….
Managed by financial services companymuch higher service fees.
Variable contribution level from
employee/er.
Voluntary participation: lower-paid
employees tend to opt-out.
Can be transferred from job-to-job.
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Stratchota Bill: AB 539: Allows Bd. Of Regents to
establish a defined contribution (DC) plan for
future employees. Only 5 Assembly sponsors.
Milwaukee County looks at changing pension
program. Study finds savings with 401(k)-type plan
“By phasing out Milwaukee County's expensive
defined-benefit pension plan in favor of a new
401(k)-style program, the county could save as
much as $1 billion over the next 50 years,
according to a new study.”
 Milwaukee Journal-Sentinel. Jan.29, 2012
Created in Budget Bill.
 Reports on June 30, 2012 to Joint
Finance & Governor (NOT Jt Survey
Comm Retirement)
 Members:
Sec, Dept of Administration (Huebsch)
Sec, Dept of ETF (Conlin)
Director, Office of State Employee
Relations (Gracz)
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1.
2.
Establishing a “defined contribution” plan as
an option for participating employees..
Permitting employees to not make employee
required contributions….and limiting
retirement benefits for employees who do
not make employee required contributions
to a money-purchase annuity ..
Section 9115/ ACT 32
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National decline in DB plans in private sector
from 41% (1978) to 21% (2009). Caused
major reduction in pension benefits; heavier
reliance on Social Security.
Public pensions under attack from American
Legislative Exchange Council (ALEC), Heritage
Foundation, etc.
Unlike Wisconsin, some public employers
have under-funded their pension plans, e.g.
Illinois, Rhode Island, California.
American Legislative Exchange Council
(ALEC) Statement of Principles on State and
Local Government Employee Pension and
Other Post-Employee Benefits Plans
To solve the funding crises in state and local
defined benefit pension and other post
employment benefit plans for public
employees ALEC recommends that defined
benefit plans be replaced by defined
contribution plans.
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“Wisconsin’s pension system has
simply overstayed its welcome. Not
only is it expensive, it is far out of the
mainstream when compared to what
the vast majority of Wisconsin
employers offer their employees. The
next governor should make it a
priority to bring radical reform to the
Wisconsin pension system.”
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Envy: Walker: “War of the “haves” (public
employees) against the “have-nots”
(private sector employees).”
◦ Use of Anecdote: Spotlighting a few public
employees w/ large pensions as typical.
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Fear: Use examples of other states w/
under-funded (<70%) liability.
False choice: Let individuals decide!
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“I think any of us who are honest
understand if you don’t get legacy
costs under control, it’s a virus that
will eat up and eat up and eat up more
and more of your budget. It’s the
same problem that Chrysler and GM
got into, and state and local
governments have to fix it.”
From: Daily Caller Interview w/ Ginni Thomas
Jan. 15, 2012
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Thousands of lower paid employees will
likely quit system and many will decrease
their contribution saving $10,000,000(s).
Management fees will be paid by
employees.
Financial Services Industry: They will have
access to $billions in pension $.
Campaign contributions/ lobbyists, etc.
Ideology: Private sector, not govt. should
control pension services.
 Who will be the Governor?
 Which party will have the Senate
majority?
 Legislative Floor period ends
3/15/12.
 Will likely be substantively
addressed next session, starting
1/2013 depending on party control
Arguments:
Why change the system before the study is
released?
Is this a case of “premature introduction”
or a foot- in- the- door?
What is the evidence of a problem due to a
lack of a defined contribution plan?
Or, is this a “solution” in search of a
problem?
The bill must be passed by both houses before end of floor
session.
Make it a campaign Raise it at candidate
forums, talk shows,
issue.
blogs, etc.
Don’t accept, “The
study hasn’t been
completed.”
Or: There is no bill
currently before the
legislature.
Contact Legislators It really makes a
difference!
Writing individual
letter is best- but
not essential.
Calls are good.
Petitions of
constituents are
great.
Discuss it with your •Assume people
co-workers
know little (or
nothing) about the
problem.
•Provide facts.
•Offer opportunities
for advocacy.
Keep Informed
State of Wisconsin Investment Board:
http://www.seib.state.wi.us
National Institute on Retirement Security:
nirsonline.org
AFSCME: http://wiafscme.org
Soon to be released: stoptheattackonwrs.com