Description: Describes the challenges of using replacement ratios for retirement planning and suggests alternative approaches including spending strategies such as the 4% rule or divide your age by 20 (Feel Free spending) rule. Identifies and prioritizes different types of spending needs including sustenance, lifestyle, health care and bequest. In addition the article provides data showing how spending typically drops as retirees age and discusses how to take this into account when planning when to retire or how much to spend in retirement.

Description: Most industry professionals acknowledge that funding retirement needs will almost always require disciplined savings over a period of decades. Today, we are less than 30 years from the second half of the 21st Century. However, a majority of the Millennial and Gen Z generations are either not eligible for or are not using today's tax-preferred options for funding retiree medical and Long Term Care (LTC).

Description: This is a summary of a multi-faceted research project focusing on how to help people better manage money when they no longer can. Article includes interviews with the three co-researchers. Research is focused on understanding when people need help and what actions will encourage them to make proper arrangements. Research includes focus on words and actions that lead to implementation of plans. The team is multi-disciplinary and the research included interviews with experts and individuals, focus groups, and a survey. The research was sponsored by the Society of Actuaries Aging and Retirement strategic research initiative.

Description: The SOA Research Institute has executed research for over twenty years on some repeating themes and topics. The reports build on each other and add content. This article summarizes and discusses a summary report on long-term care, caregiving and housing linked to long-term care and caregiving.

Description: Why retirement income replacement ratios are still relevant, even in light of newer retirement planning concepts.

Description: A DC plan design information that could align with organizational goals allowing for benefits for both higher and lower paid employees. It works amazingly easy for 403(b) plans but can also work well with 401(k) plans. You can model the design to see what works best for your organization to ensure passage of nondiscrimination tests and alignment with budget.