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Your Draft Presentation for Employers PFEEF encourages you to reproduce and distribute these slides for public presentations as well as those you might.

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Presentation on theme: "Your Draft Presentation for Employers PFEEF encourages you to reproduce and distribute these slides for public presentations as well as those you might."— Presentation transcript:

1 Your Draft Presentation for Employers PFEEF encourages you to reproduce and distribute these slides for public presentations as well as those you might make to employers. If you use any of slides, please give appropriate credit and reference our website ( See the website for the most recent information or to sign up for our free ezine newsletter. Enjoy and good luck! Today’s Date Your Name Your Company Name © Personal Finance Employee Education Foundation, Inc., 2009. Revised January 8, 2009

2 Increase the Bottom Line by Helping Distressed Employees During Challenging Financial Times Presented by

3 Employee Personal Finances and the Bottom-line Financially Illiterate adults do not manage their personal finances very well… And they do not save and invest enough for a financially successful retirement. THIS contributes to lower productivity as well as higher health care costs.

4 Employers Often Recognize These Issues… But Do Nothing. “You can lead a horse to water, but you can’t make it drink.”

5 Employee Personal Finances Employer Bottom Line Let’s Talk About…

6 The metaphor is a 3-legged stool: 1.Social Security 2.Employer provided pensions 3.Personal savings Employee Personal Finances USA System of Retirement Income Security

7 Most USA workers earn Social Security Administration credits during their working years and retirees are eligible for a SSA pension Average today: $1153 per month Aged adults with limited income and resources may be eligible for SSA-administered Supplemental Security Income pension Average today: $481 per month Some working employees qualify for and may receive an employer- sponsored defined-benefit pension. In 1981, 112,000 plans covered 37% of workers; now 31,000 plans cover <20% Average corporate pension today $641 per month) Defined-Benefit Retirement Pensions (DB Plan =Monthly checks for life)

8 Only 14% of eligible workers contribute to IRA accounts Only 42% of all workers save for retirement in any DC plan and only 56% of full-time and full-year salaried earners save in any DC plan Overall only 53% participate in a retirement plan Only 60% of full-time earners (or 58 million) have access to employer- sponsored voluntary retirement plans: Only 2 in 3 eligible employees join DC plans Many are not saving enough for a financially successful retirement “Median” means half above and half below Defined-Contribution Retirement Savings Plans (DC Plan = Lump Sum at Retirement to Manage) Average balance: $68,000 Median balance: $28,000

9 Financing retirement in the USA today is the sole responsibility of the employee Observation

10 Participation in and deferral rates to retirement savings plans are inadequate Most are not saving enough for retirement Workplace education and advice programs have been underutilized Millions of employees say they cannot afford to save for retirement, and 1 in 4 say credit card debt is a reason Employees do not know how to help themselves Employers do not understand the value of providing their employees easy access to the best mix of quality financial programs Employee Personal Finances Retirement Saving Realities

11 “Financial Literacy” is knowledge about Spending Plans Credit Management Savings AND The lack of financial literacy is the major reason why employees do not save for retirement BIG POINT

12 30 million American workers–1 in 4 – report they are seriously financially distressed and dissatisfied with their personal finances Financially Unhealthy Employees

13 Source: InCharge Education Foundation, National Norms on InCharge Financial Distress/Well-Being Scale © for General Adult Population. 1 Means “Overwhelming Financial Distress/Worst Financial Well-Being”; 10 Means “No Financial Distress/Excellent Financial Well-Being” © Copyright by InCharge Education Foundation and E. Thomas Garman, 2004-2008. All rights reserved. (Mean=5.7; SD=2.4) 12345678910 5.4 6.9 8.2 9.2 14.5 14.2 13.8 12.2 11.4 4.2 0.0 2.0 4.0 6.0 8.0 10.0 12.0 14.0 16.0 Percentage (1-4: 30%) High distress (5-6: 28%) (7-10: 42%) Low distress National Norms for Financial Wellness on PFW Scale ©

14 30% Are Failing Financially! (Scores of 1-4)

15 Surveys 80% - worried about their personal finances and think the financial times will get worse 60% - trouble making ends meet 37% - no emergency fund $392 – average savings 15 million – calls from collectors 16 million – unpaid utility bills 6.5% - delinquent in bills 3.8 million – IRS garnishments More news  401(k)s are being tapped to save homes  $4 gas is a reality; $5 may be next Employee Personal Finances

16 Credit Card Delinquencies — Highest in 16 years (American Bankers Association) Credit Card Losses — 10% of all cards Housing Foreclosures – 11% in crisis 5 million regular homes now for sale 3 million additional foreclosed homes for sale 10% are 30+ days behind in mortgage payments or in foreclosure Home prices declined 20% in 2 years Home values to drop 14% in 2009-2010 30% of the nation’s 51 million homeowners have negative equity Employee Personal Finances

17 Credit card payments ($8K)$200-$300 month Vehicle payments ($15K) $400-$500 month College loan payments ($30K)$400-$600 month Savings$33 month  Child-care ($5-$21K)$400-$1200 month  Mortgage loan payments $  Property taxes$  Homeowner’s insurance$ AND... ½ of all adults DO NOT budget! Don’t give employees a raise! Offer help with money management challenges. Employee Personal Finances “60% Live Paycheck-to-Paycheck” and Do Not Save Enough for Retirement

18 “Financially unwell employees do not make the best decisions for themselves… or their employers” BIG POINT

19 Research shows: 30-80% of ALL workers waste time at work on money issues How much time? 12 – 20 hours per month Employee Personal Finances

20 “Employees with money problems are like sharks swimming around the workplace taking bites out of the bottom line”

21 Research says, “Every time someone on your work team brings his/her money worries to the job, workplace productivity drops” Employers ignore the elephant Employer Bottom Line

22 Personal Finances: Financial well-being Financial satisfaction Financial distress Financial stressor events Financial behaviors Credit card debt Credit card delinquencies Job Outcomes: Work satisfaction Pay satisfaction Absenteeism Presenteeism (cutting down on normal activities) Personal financial matters interfering with work Work time used to handle personal finances Health Research Proves ALL These Factors are Correlated in the Ways Expected

23 Employees with financial distress report poor health. f Financially distressed employees have worse health than other workers. g 40 to 50% of financially distressed workers report that financial problems caused their health woes. h Positive changes in financial behaviors are related to improved health. i Research Shows that Health and Personal Finances are Correlated

24 1.Lost productivity $450 a 2.Health care costs (poor health) 300 Subtotal = $750 3.Health care reimbursement (FICA) 92 c (cash) 4.Dependent care reimburse (FICA) 382 d (cash) 5.Traditional health plan choice (CDHC) 800 e 6.TOTAL $2,000+ © Personal Finance Employee Education Foundation, 2008. “Employer cost for no action is $750 to $2,000+ per employee!” Estimated Annual Costs of Ignoring Financial Illiteracy ©

25 Quality Workplace Financial Programs Rescue Employees and Employers Bottom Line

26 Salary increases? No Bonuses? No Most retirement education workshops? No Marriage counseling? No Employee Assistance Programs? No What does not reduce employee financial distress and increase financial wellness?

27 Employers Who Provide Employees Easy Access To Quality: Basic financial education Credit counseling Benefits information/education Credit union Retirement education Financial advice Financial coaching that changes behaviors Bring together the basic financial resources to truly help employees. What DOES reduce financial distress and increase financial well-being?

28 Comparison shop Achieve savings goals Enjoy average to above average financial well-being Comparison shop Achieve savings goals Enjoy average to above average financial well-being Financially Literate Employees are Engaged with Money Issues

29 1.Demand more from your current financial program providers 2.Insist one provides leadership to deliver a coordinated quality program that emphasizes the basics of personal finance: Spending Plan Credit Management Saving It’s not a matter of money spent on financial education — it’s a matter of effectiveness! How Can Employers Save $750 - $2,000+?

30 Lower financial distress Increased financial well-being Better health Adequate retirement preparation Improved family relationships Gains in job performance Results from Quality Financial Programs

31 Provide employers no-cost-to-use tools and expertise to detail the bottom-line benefits of quality financial programs Promote the “Best Providers” whose quality workplace financial programs genuinely improve employees’ personal financial behaviors and increase employer profits “PFEEF Advocates Best Practices”

32 “Employers do not realize they can improve profits –and prove it– by helping employees improve personal financial behaviors” BIG POINT

33 The ROI (Benefit-Cost Analysis) Return on Investment (ROI): The Personal Finance Employee Education Foundation expects employers typically will receive a ROI of 3:1 (or more) annually for quality financial programs Example: Cost: $250 invested in financial programs by employer/employee Benefit: $750 ROI = 3:1

34 PFEEF Approach to Projecting Employer’s ROI “How Many Dollars Can an Employer Gain By Demanding the Best From Financial Providers?” 1.Estimate projected impacts of financial program on job outcomes/other employer variables 2.Assign values to each key job outcome 3.Calculate projected benefits of financial program 4.Identify projected financial program costs 5.Determine employer’s projected return on investment ratio: PFEEF’s Projected ROI

35 Begin by Using PFW to Benchmark Employee Financial Health  Survey employees using the Personal Financial Wellness (PFW) scale  PFW is an 8-item online questionnaire that in 3-4 minutes measures financial heath  PFW is a valid, reliable, peer-reviewed, and published measure (over 25 years in development) with national norms  Use of PFW is free with permission

36 PFEEF Researches Employer’s Return on Investment (ROI) 1.Create an employer-specific projected ROI using company supplied costs for advancing a quality financial program with a single online collection of Personal Financial Wellness (PFW) scores 2.Prove the genuine ROI one year later using employer-provided data PFEEF can:

37 Projected 1-Year Changes in 9 Variables 1.Less work-time spent on personal finances 2.Less absenteeism 3.Reduced turnover 4.Improvements in job performance 5.Lower health care costs 6.Employer’s FICA savings for more employees in health care spending plan 7.Employer’s FICA savings for more employees in dependent care spending plan 8.Fewer workers’ compensation claims 9.Fewer garnishments

38 12 Additional Variables Could Increase Employer’s ROI Factors that could be included in the PFEEF ROI calculation that may contribute to increasing the benefits over the costs are: 1.fewer accidents 2.less workplace violence 3.less substance abuse 4.fewer thefts 5.increased participation in 401(k) plan 6.fewer payroll advances 7.fewer loans from 401(k) plans 8.reduced health care premiums because employees select alternative high-deductible plan 9.increase in job engagement 10.improved morale 11.reduced human resource department costs 12.reduced 401(k) plan fiduciary liability

39 Assumptions Behind Employer Costs and Projected Improvements 1.Assumptions for employer costs are grounded in data available from industry sources as well as from individual employers 2.Improvements projected in employees’ personal financial behaviors are based on research 3.Impacts projected in job outcomes and other employer variables are reasonable and conservative 4.All impacts projected are based on one year following participation in the financial program

40 Assumptions of Projections 1.Program offered to all employees 2.Program does not impact 70% of employees in meaningful and measurable ways or result in improvements in their personal financial behaviors and financial health 3.Program does impact 30% of employees with varying degrees of effectiveness resulting in a range of improved financial behaviors and job outcomes/other employer variables

41 Projected ROI Ratio of 3.04:1 for ABC Company* (Summary) A.Quality financial program offered to 5,000 employees B.Program impacts 30% of employees, 1,500, in varying degrees of effectiveness resulting in improved financial behaviors and job outcomes: 1.Work-time wasted dealing with personal finances $ 412,335 2.Absenteeism 115,505 3.Turnover 720,000 4.Job performance 1,263,000 5.Health care costs 148,500 6.Health care spending plan 68,850 (cash money) 7.Dependent care spending plan 91,800 (cash money) 8.Workers’ compensation claims 75,000 9.Garnishments $33,750 C.Cost of financial education program = $725,000 ($145 per employee) D.Benefit of improv ed job outcomes/employer variables = $2,928,735 E.Projected ROI = 304% return or a 3.04:1 ROI ratio as PFEEF projects there will be $3.04 return in net benefits for every dollar invested in the financial education program

42 1.30% of employees report poor personal finances (scores of 1-4 that are less than middle [5-6]) (What’s the percentage at your workplace?) 2.Ask employees to complete online "Financial Health Checkup” (8 questions in 4 minutes) 3.Employer insists that providers improve employees’ financial decision making 4.PFEEF projects ROI for quality financial program with one data collection (no cost to employers) KEY MESSAGES

43 It is in the employer’s best interest—more profits—to provide employees easy access to quality financial programs Conclusion About Employee Financial Literacy and Employer Profits It also is the right thing to do as stewards of employee well-being!

44 Thanks!

45 a Based on reduced absenteeism and less work time dealing with personal financial concerns. See research and press releases at b Conservative estimate; research underway c $1,200 contribution to health reimbursement plan ($1,200 X 0.0765) d $5,000 contribution to dependent care reimbursement plan ($5,000 X 0.0765) e Employee stays in high-cost health plan instead of choosing less expensive CDHC policy (consumer driven health care) f Bagwell & Kim, 2008; Drentea, 2000; Drentea & Lavrakas, 2000; Garman et al, 2004; Genco et al., 1999; Garman et al., 2007;l Jacobson et al., 1996; Lyons & Yilmazer, 2005; Kim, Sorhaindo, & Garman, 2004; Prawitz et al., 2007; Shatwell et al, 2007. g Kim, Sorhaindo, & Garman, 2003; Prawitz et al, 2007; O’Neill et al, 2005 (2 articles); Sorhaindo & Garman, 2002. h Garman et al, 1999; Kim, Garman, & Sorhaindo, 2003 (AFCPE and ACCI); Kim, Sorhaindo, & Garman, 2004; O’Neill et al, 2006; Weisman, 2002. i Kim, Garman, & Sorhaindo, 2003 (AFCPE and ACCI); O’Neill et al, 2006; O’Neill et al, 2005 (2 articles). Footnotes

46 Information Dr. E. Thomas Garman, President, Personal Finance Employee Education Foundation, Professor Emeritus and Fellow, Virginia Tech University 9402 SE 174 th Loop, Summerfield, FL 34491 USA Tele/Fax: 352-347-1345; E-mail: info@pfeef or Web: For free permission to use the PFW scale, fill out online form To examine the PFW scale and research articles about its use, see New book available: Delivering Financial Literacy Instruction to Adults (2008), Garman & Gappinger, Heartland Institute of Financial Education (303-597-0197)

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