Pension Flexibility: Kansas
Pensions Policy
Analysis of Kansas's policies
Kansas currently only offers a defined benefit pension plan to its teachers as their mandatory pension plan. The Kansas State Legislature passed House Bill 2333 in 2012 which added a Cash Balance plan (Tier 3) for new hires on or after January 1, 2015. Kansas's plan applies to most school employees, including teachers. This plan, however, is still structured like the old plan in many ways.[1] Importantly, the new plan continues to lack portability. A cash balance plan is a type of defined benefit plan and shares characteristics found in both a traditional defined benefit plan and defined contributions (401k-style) plan. The benefit is based on the balance of an individual's annuity savings account (or a notional account) and is tied to contributions rather than an individual's salary. This plan is not fully portable, does not vest until year five and does not provide any employer contribution for teachers who choose to withdraw their account balances when leaving the system before they reach retirement eligibility. It also limits flexibility by restricting the ability to purchase years of service.
Teachers in Kansas also participate in Social Security, so they must contribute to the state's defined benefit plan in addition to Social Security. Although retirement savings in addition to Social Security are good and necessary for most individuals, the state's policy results in mandated contributions to two inflexible plans, rather than permitting teachers options for their state-provided savings plans.
Vesting in a defined benefit plan guarantees a teacher's eligibility to receive lifetime monthly benefit payments at retirement age. Non-vested teachers do not have a right to later retirement benefits; they may only withdraw the portion of their funds allowed by the plan. Kansas's vesting at five years of service limits the options of many teachers who leave the system prior to this point. According to a recent report, about 44 percent of employees in Kansas's teacher-covered pension plan vest, meaning that 56 percent do not become eligible for a pension and, therefore, can only collect their refundable contributions.
Teachers in Kansas who choose to withdraw their contributions upon leaving before reaching retirement eligibility only receive their own contributions plus interest. Employer contributions are excluded from refunds. Teachers who separate before vesting receive interest for the first two years, while teachers who leave after vesting can withdraw only their own contributions plus interest. This means that those who withdraw their funds before reaching retirement eligibility accrue no benefits beyond what they might have earned had they simply put their contributions in basic savings accounts. Furthermore, teachers who remain in the field of education but enter another pension plan (such as in another state) will find it difficult to purchase the time equivalent to their prior employment in the new system because they are not entitled to any employer contribution.
Kansas limits teachers' flexibility to purchase years of service. The ability to purchase time is important because defined benefit plans' retirement eligibility and benefit payments are often tied to the number of years a teacher has worked. Kansas's plan allows teachers to purchase an unlimited amount of previous teaching experience. The state's plan, however, does not allow for the purchase of approved leaves of absence, which is a tremendous disadvantage to any teacher who needs to take a leave for paternity or maternity care, or for other personal reasons.
Kansas is commended for educating its teachers on the importance of supplemental savings plans. The state, however, only guarantees a fully portable supplemental plan to state employees. Most school districts offer a 403(b) plan, but this option is not guaranteed by the state and there are no employer contributions.
Recommendations for Kansas
Offer teachers a pension plan that is fully portable, flexible and fair.
Kansas should offer teachers for their mandatory pension plan the option of either a defined contribution plan or a fully portable defined benefit plan. While its new cash balance plan continues to lack portability, changes can and should be made to make this plan fully portable for all teachers. A well-structured defined benefit plan (including cash balance) could be a suitable option among multiple plans. As the sole option, however, defined benefit plans severely disadvantage mobile teachers and those who enter the profession later in life. Because teachers in Kansas participate in Social Security, they are required to contribute to two defined benefit-style plans.
Increase the portability of its defined benefit plan.
Kansas's cash balance plan still lacks portability and severely disadvantages teachers who leave the system before reaching retirement eligibility. Kansas should allow teachers that leave the system to withdraw employer contributions with interest in their annuity accounts, in addition to their own contributions. The state should also allow teachers to purchase time for parental leaves and decrease the vesting requirement to year three. A lack of portability is a disincentive to an increasingly mobile teaching force.
Offer a guaranteed fully portable supplemental retirement savings plan.
While Kansas at least encourages local districts to offer supplemental retirement savings plans, this option is not offered by the state and is not guaranteed to all teachers. If Kansas maintains its defined benefit plan, the state should at least offer teachers the option of a fully portable supplemental defined contribution savings plan, with employers matching a percentage of teachers' contributions.
State response to our analysis
Kansas did not respond to repeated requests to review this analysis.
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Kansas
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Pensions
Research rationale
Nearly all states continue to provide teachers with a defined benefit pension system, an expensive and inflexible model that neither reflects the realities of the modern workforce nor provides equitable benefits to all teachers. To achieve the maximum benefits from such a plan, a teacher must begin and end his or her career in the same pension system. Teachers who leave before vesting—which is as much as 10 years in some states—are generally entitled to nothing more than their own contributions plus some interest. This approach may well serve as a retention strategy for some, but on a larger scale it fails to reflect the realities of the current workforce. At present, the United States is experiencing an explosion in school-age populations in some states, while other states are experiencing a decline. The nation's workforce needs to be able to respond to these changes. The current workforce is increasingly mobile, with most entering the workforce expecting to change jobs many times. All workers, including teachers, may move to jobs in other states with no intention of changing careers. To younger teachers in particular, a defined benefit plan may seem like a meaningless part of the compensation package and thus fail to attract young talent to the profession. A pension plan that cannot move across state lines and that requires a long-term commitment may not seem like much of a benefit at all.
There are alternatives. Defined contribution plans are fair to all teachers at all points in their careers. These plans are more equitable because each teacher's benefits are funded by his or her own contributions plus contributions from the employer specifically on the individual employee's behalf. This is fundamentally more equitable than defined benefit plans, which are generally structured to require new teachers to fund the benefits of retirees. Moreover, defined contribution plans are inherently portable and give employees flexibility and control over their retirement savings. It must also be noted that defined benefit plans can be portable and fair, if structured as cash balance plans or plans that permit the withdrawal of employer contributions.
Pension Flexibility: Supporting Research
NCTQ's analysis of the financial sustainability of state pension system is based on actuarial benchmarks promulgated by government and private accounting standards boards. For more information see U.S. Government Accountability Office, 2007, 30 and Government Accounting Standards Board Statement No. 25.