401(k)-Type Plans and Individual Retirement Accounts (IRAs), p. 2 New Publications and Internet Sites, p. 13

NOTES 401(k)-Type Plans and Individual Retirement Accounts (IRAs), p. 2 New Publications and Internet Sites, p. 13 Executive Summary: October 2007, Vol. 28, No. 10 Importance of individual account retirement plans: Individual account retirement plans, such as 401(k) plans and individual retirement accounts (IRAs), have continued to increase their share of retirement assets. About $7.5 trillion in assets currently are held in IRAs and private-sector defined contribution plans such as 401(k)s. Since individual account plans have become the dominant type of retirement plan in the United States, tracking the participation and accumulations in these plans is an important indicator of how workers are preparing financially for retirement. This article uses the most recent data from the Survey of Income and Program Participation (SIPP) to examine the prevalence of these accounts among workers ages 21 64. Defined contribution plan growth has topped out: The most current data show that the sharp increase in the number of defined contribution plans and participants, which had grown sharply through the 1990s, had leveled off by 2004. The number of DC plans hit almost 687,000 in 2000, and was down to less than 636,000 in 2004. The number of DC participants reached 52.9 million in 2002 and was down to 52.2 million in 2004. (There are several types of DC retirement plans, which include the 401(k).) Ownership of IRAs or 401(k)-type plans has increased significantly: Just over 40 percent of workers ages 21 64 owned a 401(k)-type plan or an IRA in 2004, up from 34 percent in 1996. IRA contributions: In 2004, about 38 percent of IRA owners contributed the maximum amount allowed by law, almost half the rate in 1996. Most new IRA contributions are going to nondeductible Roth IRAs (generally tax-free at withdrawal), not traditional IRAs. The major source of IRA growth continues to be rollovers from other tax-qualified retirement plans, and not from new contributions. Contributions to individual account retirement plans are strongly influenced by demographic factors, chiefly income, education, and race. The challenge of making retirement money last: Although many workers have amassed a substantial amount of wealth in these plans, a majority of Americans still do not have a retirement plan. Not just accumulating but also managing these retirement assets is a new challenge for new and future retirees, unlike many older retirees whose working careers spanned the time when employer-financed defined benefit pension plans (with annuity payments) were the norm. Retirees using these individual account plans are being handed two difficult assignments accumulation and orderly divesture for financing a comfortable retirement. A monthly newsletter from the EBRI Education and Research Fund 2007 EBRI www.ebri.org

g 401(k)-Type Plans and Individual Retirement Accounts (IRAs) By Craig Copeland, EBRI Introduction Individual account retirement plans, such as 401(k) plans and individual retirement accounts (IRAs), have continued to increase their share of retirement assets (currently totaling about $7.5 trillion in assets), and this share is projected to grow further, particularly for private-sector workers. Consequently, tracking how many individuals have these plans and how much has been accumulated in them is an important indicator of how workers are preparing for retirement financially. This article uses the most recent data from the Survey of Income and Program Participation (SIPP), conducted by the U.S. Census Bureau, to examine the prevalence of these accounts among workers ages 21 64. 1 The results of this research supplement the EBRI/ICI Defined Contribution database research by including other demographic results that are not in the EBRI/ICI database, as well as data on IRA ownership by these workers. 2 Also, SIPP includes a question regarding 401(k) plan participant ownership that allows a broader array of employment-based retirement plan types to be tracked; i.e., it also asks for participation in a thrift plan, such as the federal employees Thrift Savings Plan. Therefore, because these other plan participants are included, the broader term 401(k)-type plan is used instead of 401(k) plan, as has been the focus of the EBRI/ICI Defined Contribution database. It should be noted that these employment-based types of retirement plans differ from IRAs, which are not necessarily tied to employment. In brief, the most current data show that the sharp increase in the number of defined contribution (DC) plans and participants, which had grown sharply through the 1990s, leveled off and even declined slightly by 2004. Ownership of both 401(k)-type plans and IRAs has risen significantly, as have assets in 401(k)-type plans and IRAs. While IRAs have become the largest single vehicle of retirement assets in the United States, the growth continues to be due to rollovers from other tax-qualified retirement plans, and not from new contributions. Most new IRA contributions are going to nondeductible Roth IRAs (generally tax-free at withdrawal), not traditional IRAs. In 2004, about 38 percent of IRA owners contributed the maximum amount allowed by law, almost half the rate in 1996. Contributions to individual account retirement plans are strongly influenced by demographic factors, chiefly income, education, and race. This study begins with an examination of the ownership of IRAs and participation in 401(k)-type plans (singularly and in combination) among workers ages 21 64. Next, it investigates the average contribution, the percentage of participants contributing the maximum amount, and the average earnings in 401(k)-type plans and IRAs. Finally, it presents the latest official government data on the assets and participants, where they are available for these accounts. Ownership of IRAs and 401(k)-Type Plans IRAs Twenty-one percent of workers ages 21 64 owned an IRA at the end of 2004. This was an increase from 15.9 percent at the end of 1996 (Figure 1). IRA ownership increased with family income and age. Among workers with family income of $75,000 or more, 32.9 percent owned an IRA, whereas 7.9 percent of those with family income of $10,000 $19,999 owned an IRA. Five percent of workers ages 21 24 owned an IRA, compared with 33.1 percent of those ages 55 64. IRA ownership also increased substantially with education, growing from 2.7 percent of workers without a high school diploma to 43.1 percent of those with a graduate degree (Figure 2). White workers were more likely to own an IRA than workers of other races/ethnicities. Male and female workers were virtually equally likely to own an IRA. These same patterns across the demographic variables have held true since 1996. Furthermore, the increasing likelihood of owning an IRA from 1996 to 2004 occurred for virtually each demographic subgroup, except for workers with family income of $30,000 $39,999, without a high school diploma, and who were widowed. www.ebri.org 2

Figure 1 Ownership of Individual Retirement Accounts (IRAs) and 401(k)-Type Plans, by Workers Ages 21 64, End-of-year 1996, 1997, 2001, 2002, and 2004 2004 1996 1997 2001 2002 Participated Participated Participated Participated Participated Owning in a 401(k)- Owning in a 401(k)- Owning in a 401(k)- Owning in a 401(k)- Owning in a 401(k)- Number IRA Type Plan Number IRA Type Plan Number IRA Type Plan Number IRA Type Plan Number IRA Type Plan (millions) (percentage) (millions) (percentage) (millions) (percentage) (millions) (percentage) (millions) (percentage) All 121.5 15.9% 24.1% 122.9 16.3% 25.5% 131.7 18.3% 30.4% 132.1 18.7% 30.9% 138.0 21.4% 30.2% Age 21 24 10.8 1.2 6.7 10.8 1.3 6.1 11.6 2.7 11.9 11.6 2.3 9.1 11.7 5.1 9.7 25 34 33.9 7.6 23.1 33.1 7.8 24.1 32.5 11.9 28.5 32.2 11.4 28.6 33.9 13.9 26.6 35 44 37.0 16.8 28.0 37.5 16.2 29.0 37.9 18.1 33.2 36.9 18.7 33.9 37.0 21.7 33.9 45 54 27.0 23.2 27.9 27.9 24.3 30.5 33.4 24.2 35.4 33.8 24.5 36.3 35.5 27.0 35.7 55 64 12.7 32.6 22.3 13.5 32.9 24.4 16.3 30.7 30.4 17.5 32.1 32.3 19.9 33.1 31.7 Family Income (2004 $s) Less than $10,000 5.8 6.9 5.1 5.5 7.7 7.5 5.8 8.3 8.7 5.6 9.9 9.2 8.5 11.1 4.4 $10,000 $19,999 10.2 6.0 5.6 9.7 6.4 7.3 10.4 6.4 9.7 9.6 6.8 9.3 10.8 7.9 8.8 $20,000 $29,999 13.0 8.1 13.6 13.2 8.3 13.9 13.6 9.4 17.9 13.6 8.0 17.4 14.1 10.9 17.8 $30,000 $39,999 11.1 18.7 19.7 14.1 10.7 19.6 14.8 12.1 24.0 15.0 12.1 23.8 15.1 14.2 23.9 $40,000 $49,999 13.2 12.4 23.2 14.0 12.8 24.4 14.1 14.6 30.1 13.4 14.5 28.3 13.8 19.1 28.2 $50,000 $74,999 27.8 16.2 26.8 28.2 15.8 27.8 28.8 18.5 33.2 28.6 19.4 34.0 29.8 21.2 34.7 $75,000 or more 38.2 25.3 35.8 38.1 26.6 37.8 44.3 28.3 42.3 46.1 28.4 43.0 45.8 32.9 43.6 Education Level No HS diploma 14.1 3.8 8.0 14.9 3.7 9.2 13.1 3.2 9.5 12.6 4.0 9.7 9.4 2.7 9.1 HS diploma 36.6 10.0 19.2 36.6 10.3 20.3 38.4 10.5 24.5 37.2 11.2 24.2 36.4 12.5 22.6 Some college 38.4 14.4 25.4 38.3 14.8 26.7 42.1 16.3 30.4 42.8 16.2 30.5 51.0 19.1 29.3 Bachelor's degree 21.8 25.4 34.2 22.4 26.4 36.2 25.4 29.7 42.9 26.1 29.5 43.5 27.3 32.9 40.5 Graduate degree 10.6 38.5 37.3 10.7 38.9 39.7 12.8 41.1 44.3 13.3 40.8 46.1 13.9 43.1 47.1 Race/Ethnicity White 92.2 19.0 27.1 92.8 19.6 28.8 95.9 22.4 34.3 95.7 23.2 34.6 96.4 26.0 34.2 Black 12.6 4.7 15.4 12.9 5.1 16.9 14.2 5.7 22.1 14.2 5.4 23.5 15.2 9.8 22.8 Hispanic 11.6 4.8 11.2 12.1 4.8 11.4 15.1 4.9 13.5 15.7 4.9 15.2 18.0 7.3 16.4 Other 5.1 13.4 21.1 5.1 12.9 21.6 6.6 17.0 29.4 6.5 16.0 29.3 8.4 19.2 27.8 Marital Status Married 76.3 18.9 26.8 76.6 19.5 28.7 80.3 21.7 33.5 81.0 22.5 34.7 83.8 25.1 33.5 Widowed 1.8 25.4 20.8 1.9 24.8 21.2 2.1 23.1 27.7 2.1 22.1 26.9 1.8 21.9 30.3 Divorced 13.9 14.6 25.3 14.1 14.7 26.2 16.2 16.0 30.9 16.0 16.2 30.7 16.7 19.7 31.9 Separated 3.2 7.8 15.5 3.2 6.5 17.8 3.5 7.8 21.6 3.4 10.2 18.8 3.0 9.8 18.3 Never married 26.3 8.4 16.9 27.1 8.8 17.4 29.6 11.3 22.9 29.6 10.7 22.2 32.7 13.8 21.9 Gender Male 64.6 16.1 25.8 65.3 16.4 27.4 69.5 18.4 31.9 70.0 19.0 32.5 73.5 21.6 30.3 Female 56.9 15.7 22.2 57.6 16.2 23.4 62.1 18.3 28.7 62.0 18.4 29.0 64.5 21.1 30.1 Source: Employee Benefit Research Institute estimates of the 1996 Panel of the Survey of Income and Program Participation (SIPP) Topical Modules Waves 3 and 6, the 2001 Panel of SIPP Topical Modules Waves 3 and 6, and the 2004 Panel of SIPP Topical Module Wave 4. www.ebri.org 3

50% Figure 2 Worker Ownership of IRAs and Participation in 401(k)-Type Plans: All Workers Ages 21 64 and by Education, Selected Years 47.1% 45% 1996 1997 2001 2002 2004 43.1% 40% 35% 30% 30.2% 38.5% 37.3% 25% 20% 15% 10% 15.9% 21.4% 24.1% 8.0% 9.1% 5% 3.8% 2.7% 0% All Workers: Own IRA All Workers: In 401(k)-Type Plan No HS Diploma: IRA No HS Diploma: 401(k) Grad. Degree: IRA Grad. Degree: 401(k) Source: Employee Benefit Research Institute estimates of the 1996 Panel of the Survey of Income and Program Participation (SIPP) Topical Modules Waves 3 and 6, the 2001 Panel of SIPP Topical Modules Waves 3 and 6, and the 2004 Panel of SIPP Topical Module Wave 4. 401(k)-Type Plans The proportion of workers ages 21 64 participating in a 401(k)-type plan increased from 24.1 percent in 1996 to 30.2 percent in 2004 (Figure 1). Participation in 401(k)-type plans increased with the worker s family income and educational attainment. Among workers with family incomes below $10,000, 4.4 percent participated, compared with 43.6 percent of workers with family incomes of $75,000 or more. Participation increased from 9.1 percent of workers without a high school diploma to 47.1 percent of workers with a graduate degree (Figure 2). Workers under age 35 were less likely to participate in a 401(k)-type plan. While workers age 35 or older were more likely to be 401(k)-type plan participants, the increase did not continue among workers older than 35: A decrease in participation occurred among those ages 55 64. Males and females were equally likely to participate in a 401(k)-type plan. White workers were the most likely to be 401(k)-type plan participants: 34.2 percent of white workers were participants, compared with 27.8 percent of those of the next highest race/ethnicity group (other). These same patterns held true across each year studied. In addition, the likelihood of being a participant in each demographic subgroup increased from 1996 to 2004, except for those workers with lowest family incomes (less than $10,000). Both IRAs and 401(k)-Type Plans The percentage of workers ages 21 64 who owned at least one of these types of plans increased from 34.1 percent in 1996 to 40.4 percent in 2004 (calculated from Figure 3). Almost of all this increase is due to the increased likelihood of workers owning both of these types of plans: The percentage of workers owning both of these plans was 5.9 percent in 1996, compared with 11.2 percent in 2004. The percentage owning only an IRA was virtually unchanged, from 10.0 percent to 10.2 percent, while only a small increase occurred in the percentage participating only in a 401(k)-type plan (18.2 percent in 1996 versus 19.0 percent in 2004). Workers who are older, had higher family incomes, or had more educational attainment were more likely to own both types of plans. Male workers were slightly more likely to own both types of plans than were females. Overall, as the 401(k)-type plan has spread through the economy as the main type of private-sector work-force retirement benefit, workers in each subgroup had an increased likelihood of owning both an IRA and a 401(k)-type plan. www.ebri.org 4

Figure 3 Ownership of Both Individual Retirement Accounts (IRAs) and 401(k)-Type Plans, by Workers Ages 21 64, End-of-year 1996, 1997, 2001, 2002, and 2004 2004 1996 1997 2001 2002 Both Both Both Both Both 401(k)- 401(k)- 401(k)- 401(k)- 401(k)- 401(k)- 401(k)- 401(k)- 401(k)- 401(k)- IRA Type Plan Type Plan IRA Type Plan Type Plan IRA Type Plan Type Plan IRA Type Plan Type Plan IRA Type Plan Type Plan Only Only & IRA Only Only & IRA Only Only & IRA Only Only & IRA Only Only & IRA All 10.0% 18.2% 5.9% 10.0% 19.2% 6.3% 9.7% 21.7% 8.7% 9.6% 21.7% 9.2% 10.2% 19.0% 11.2% Age 21 24 1.0 6.6 0.1 1.2 6.0 0.1 1.6 10.8 1.1 1.5 8.4 0.7 3.3 7.9 1.8 25 34 4.9 20.4 2.7 4.9 21.2 2.9 6.3 22.9 5.7 5.7 22.9 5.7 6.1 18.8 7.8 35 44 10.1 21.2 6.7 9.6 22.4 6.6 9.0 24.1 9.1 9.1 24.4 9.6 9.9 22.1 11.8 45 54 14.0 18.7 9.2 14.1 20.3 10.3 12.6 23.9 11.6 12.0 23.9 12.4 12.4 21.0 14.7 55 64 22.4 12.1 10.1 22.4 13.8 10.5 17.7 17.4 13.0 18.3 18.5 13.8 18.1 16.7 15.0 Family Income (2004 $s) Less than $10,000 5.7 3.9 1.3 6.4 6.2 1.3 6.1 6.5 2.3 7.2 6.5 2.7 10.0 3.3 1.2 $10,000 $19,999 5.4 5.0 0.6 5.3 6.2 1.1 5.2 8.4 1.3 5.2 7.7 1.6 6.2 7.0 1.8 $20,000 $29,999 6.2 11.7 1.9 6.4 12.0 1.9 6.7 15.2 2.7 5.5 15.0 2.5 7.2 14.2 3.7 $30,000 $39,999 8.3 16.0 2.8 7.5 16.4 3.2 7.9 19.9 4.2 7.6 19.2 4.5 8.0 17.8 6.2 $40,000 $49,999 8.5 19.3 3.9 8.8 20.4 4.0 8.4 24.0 6.2 8.3 22.2 6.2 10.7 19.9 8.4 $50,000 $74,999 10.7 21.3 5.5 10.4 22.3 5.4 9.7 24.4 8.8 10.6 25.2 8.8 10.1 23.6 11.1 $75,000 or more 13.7 24.2 11.6 14.1 25.3 12.5 13.1 27.0 15.2 12.4 27.0 16.1 12.8 23.5 20.1 Education Level No HS diploma 3.0 7.2 0.8 2.9 8.4 0.9 2.5 8.9 0.6 3.0 8.7 1.0 1.9 8.3 0.8 HS diploma 7.0 16.3 3.0 7.2 17.2 3.1 6.8 20.8 3.8 7.1 20.0 4.2 7.2 17.4 5.3 Some college 9.1 20.2 5.2 9.4 21.3 5.4 9.1 23.2 7.2 9.2 23.5 7.0 9.8 20.0 9.4 Bachelor's degree 15.4 24.1 10.0 15.1 25.0 11.3 13.9 27.0 15.9 12.9 26.9 16.6 14.4 22.0 18.6 Graduate degree 21.4 20.2 17.1 21.3 22.1 17.6 19.2 22.4 21.9 17.5 22.8 23.3 17.3 21.4 25.7 Race/Ethnicity White 11.9 20.0 7.1 12.0 21.2 7.6 11.9 23.8 10.5 11.9 23.4 11.3 12.5 20.6 13.5 Black 3.0 13.6 1.7 2.9 14.7 2.2 2.6 19.0 3.1 2.5 20.5 2.9 4.3 17.3 5.5 Hispanic 3.2 9.6 1.6 3.5 10.1 1.3 3.0 11.7 1.9 2.8 13.1 2.1 3.5 12.6 3.8 Other 8.0 15.7 5.4 7.5 16.2 5.4 7.7 20.2 9.2 7.2 20.5 8.8 8.9 17.5 10.3 Marital Status Married 11.7 19.7 7.1 11.9 21.1 7.6 11.6 23.3 10.2 11.5 23.7 11.0 12.0 20.5 13.0 Widowed 17.2 12.6 8.3 16.1 12.5 8.7 12.2 16.8 10.9 12.3 17.1 9.8 9.0 17.5 12.9 Divorced 9.1 19.8 5.5 9.1 20.6 5.6 8.4 23.2 7.6 8.4 22.9 7.8 9.6 21.7 10.1 Separated 5.2 12.9 2.6 3.8 15.1 2.7 4.7 18.5 3.1 6.4 15.0 3.7 4.9 13.4 4.9 Never married 5.4 13.9 3.0 5.5 14.1 3.3 5.6 17.3 5.6 5.3 16.8 5.4 6.5 14.5 7.4 Gender Male 9.5 19.1 6.7 9.3 20.3 7.1 9.1 22.6 9.3 9.0 22.5 10.0 10.1 18.8 11.5 Female 10.6 17.1 5.1 10.8 18.1 5.4 10.3 20.7 8.0 10.2 20.8 8.2 10.4 19.3 10.8 Source: Employee Benefit Research Institute estimates of the 1996 Panel of the Survey of Income and Program Participation (SIPP) Topical Modules Waves 3 and 6, the 2001 Panel of SIPP Topical Modules Waves 3 and 6 and the 2004 Panel of SIPP Topical Module Wave 4. www.ebri.org 5

Contributions to and Earnings in 401(k)-Type Plans The percentage of workers ages 21 64 participating in a 401(k)-type plan increased from 23.3 percent in 1996 to 30.2 percent in 2004 (Figure 4). At the same time, the mean (average) contribution for those making a contribution increased from about $3,600 to just over $4,000 in 2004 dollars. 3 The percentage of those making a contribution at the maximum dollar amount allowed under Internal Revenue Service (IRS) regulations also rose, from 3.2 percent in 1996 to 6.3 percent in 2004. 4 Furthermore, the average annual earnings in 401(k)-type plans increased from $4,985 in 1996 to $5,711 in 2004. The mean contributions and the percentage making the maximum contribution increased with age and educational attainment. For example, in 2004, the mean contribution of workers age 21 24 was $1,605, compared with $4,862 for those ages 55 64. Married and male workers had higher mean contributions and likelihood of making the maximum contribution than those in the other marital status categories or females. The male mean contribution was $4,700, whereas the female mean contribution was $3,420. Among workers with family income of $10,000 or above, the mean contribution and likelihood of making the maximum contribution increased with family income. The mean annual contribution of workers with $10,000 $19,999 of family income was $1,338. This mean contribution level rose until reaching $5,511 for those with family incomes of $75,000 or more. 5 For those with less than $10,000 in family income, the numbers are not comparable, as this group contains those with uneven monthly incomes, so the annualized monthly income used in this study distorts the results for this group. 6 Average earnings in 401(k)-type plans increased with age and family income ($10,000 and above) and were higher for those workers who were married, white, or male. Those workers with the lowest educational attainment had the lowest average earnings, while those with the highest educational attainment had the highest average earnings of any subgroup. However, for those with educational attainments in between, the average earnings were very similar to those with the highest education. 7 Deductible Contributions to and Earnings in IRAs The proportion of workers ages 21 64 making a tax-deductible IRA contribution in 2004 was 6.3 percent, up from 5.0 percent in 1996 (Figure 5). 8 Of those making a contribution, the mean contribution in 2004 was $2,218. 9 This compares with $1,972 (2004 $s) in 1996. However, the percentage of those making the maximum allowed contribution declined from 66.4 percent in 1996 to 38.0 percent in 2004. Consequently, when the contribution limits were raised in 2002, the average contribution increased, but approximately half of the percentage who previously made the maximum contribution did after the limit increased. Average annual earnings in IRAs were down to just over $3,000 in 2004 from almost $4,500 in 2001. The mean contribution increased with workers age and educational attainment. Family income had no clear impact on the mean contribution, which showed a relatively small difference across income groups and did not trend in one direction or the other. White workers and workers in the other race/ethnicity category had higher mean contributions, while male workers also had a slightly higher mean contribution than females. Males were more likely to make the maximum contribution, as were those ages 55 64 or having a graduate degree. Workers ages 55 64 had the highest average annual earnings within their IRA, at $4,923. Those workers with at least a college degree had higher average annual earnings than those with less educational attainment (approximately $3,200, compared with $2,700 $2,800). Males had significantly higher average earnings at $3,518, whereas the females average earnings were below $2,400. Family income did not correlate with average earnings in any specific fashion, just as with contributions, showing that income is not the only indicator of individuals decisions to save or accumulate funds in an IRA. Private-Sector Defined Contribution Plans, Participants, and Assets The previous section showed a significant increase in the percentage of workers participating in 401(k)-type plans; the latest Department of Labor Form 5500 publication reveals the analogous increase of 401(k)-type plans in the private sector. 10 The number of 401(k)-type plans in the private sector increased from 29,869 in 1985 to 418,553 in 2004 (Figure 6). While the overall number of defined contribution plans (of which 401(k)-type plans are a subset) has also grown substantially, it has leveled off in recent years. In 1975, the number of DC plans was 207,748; by 2000, it had reached 686,878, before declining to 635,567 in 2004. www.ebri.org 6

Figure 4 401(k)-Type Plan Participation, Contributions, and Earnings (2004 $s) of Workers Ages 21 64, 1996, 2001, and 2004 2001 2004 Of Those Making Of Those Making a Contribution a Contribution 1996 Of Those Making a Contribution Participated Mean Making Participated Mean Making Participated Mean Making in a 401(k)- contri- maximum Average in a 401(k)- contri- maximum Average in a 401(k)- contri- maximum Average Number Type Plan bution contribution Earnings Number Type Plan bution contribution Earnings Number Type Plan bution contribution Earnings (millions) (%) (2004 $s) (%) (2004 $s) (millions) (%) (2004 $s) (%) (2004 $s) (millions) (%) (2004 $s) (%) (2004 $s) All 121.8 23.3% $3,602 3.2% $4,985 131.1 27.9% $3,810 5.6% $5,582 138.0 30.2% $4,090 6.3% $5,711 Age 21 24 10.7 6.2 1,784 3.0 2,468 11.2 10.2 1,661 1.0 1,085 11.7 9.7 1,605 0.0 1,923 25 34 33.7 22.3 2,854 2.2 3,007 32.2 26.9 3,288 3.4 3,103 33.9 26.6 3,241 3.5 3,450 35 44 37.2 27.4 3,613 2.8 4,611 37.5 30.5 3,976 6.8 6,017 37.0 33.9 4,123 5.5 5,651 45 54 27.3 26.3 4,137 3.8 6,736 33.3 31.8 3,976 5.4 7,262 35.5 35.7 4,468 7.5 6,831 55 64 13.1 21.7 4,500 5.7 8,204 16.9 27.7 4,452 8.6 7,031 19.9 31.7 4,862 10.6 7,230 Family Income (2004 $s) Less than $10,000 5.5 4.7 2,991 0.0 2,076 5.7 7.9 3,744 10.9 1,674 8.5 4.4 2,583 0.0 5,211 $10,000 $19,999 10.0 5.8 1,268 0.0 1,053 10.2 8.3 1,940 2.6 1,651 10.8 8.8 1,338 1.4 3,221 $20,000 $29,999 13.5 13.1 1,691 1.5 2,935 14.1 16.3 1,514 0.8 3,246 14.1 17.8 1,510 0.7 3,298 $30,000 $39,999 13.7 19.5 1,976 1.5 1,762 14.8 23.0 2,301 1.3 4,681 15.1 23.9 2,029 0.6 3,555 $40,000 $49,999 13.6 23.3 2,258 0.9 2,805 13.8 27.5 2,316 1.1 4,477 13.8 28.2 2,553 0.9 4,692 $50,000 $74,999 27.4 26.1 2,862 1.8 4,061 28.8 31.2 3,173 2.0 5,713 29.8 34.7 3,063 2.1 4,601 $75,000 or more 38.1 33.5 4,868 5.0 6,551 43.6 38.4 4,990 9.6 6,465 45.8 43.6 5,511 10.9 6,962 Education Level No HS diploma 12.2 8.3 2,072 0.8 4,643 12.9 9.8 2,135 1.2 6,603 9.4 9.1 2,061 1.1 2,589 HS diploma 37.8 18.3 2,452 1.3 3,916 37.9 22.8 2,562 1.8 5,033 36.4 22.6 2,719 1.5 5,283 Some college 39.0 24.2 3,022 2.2 4,050 41.8 28.3 3,158 2.8 4,701 51.0 29.3 3,227 3.4 5,162 Bachelor's degree 22.3 32.7 4,232 4.1 5,280 25.5 38.0 4,545 7.8 6,321 27.3 40.5 4,724 7.4 5,851 Graduate degree 10.6 35.1 5,638 6.6 7,539 13.0 39.3 5,753 13.4 6,541 13.9 47.1 6,206 15.1 7,058 Race/Ethnicity White 92.3 25.9 3,691 3.3 5,212 95.3 31.1 3,896 6.4 5,915 96.4 34.2 4,286 6.8 5,977 Black 12.6 16.2 2,461 1.0 1,909 14.1 22.2 2,770 0.4 4,863 15.2 22.7 2,613 2.4 4,084 Hispanic 11.8 11.9 2,893 2.8 3,940 15.3 13.7 2,891 1.4 2,828 18.0 16.4 2,713 1.4 4,611 Other 5.1 19.1 4,098 3.9 3,990 6.4 26.0 4,914 4.2 2,581 8.4 27.8 4,608 9.4 4,429 Marital Status Married 75.9 26.1 3,805 3.4 5,522 80.4 30.9 3,986 6.2 5,770 83.8 33.5 4,334 7.3 6,129 Widowed 1.8 20.4 3,084 4.7 2,232 2.0 24.3 2,968 4.0 2,529 1.8 30.3 3,143 5.1 7,586 Divorced 14.1 24.7 3,316 3.3 3,934 16.1 28.8 3,411 3.8 5,616 16.7 31.9 3,511 4.1 5,189 Separated 3.4 15.3 2,740 0.0 1,988 3.5 18.0 2,292 0.0 3,188 3.0 18.3 3,303 1.6 4,595 Never married 26.6 15.6 3,068 2.2 3,861 29.0 20.5 3,676 5.7 4,785 32.7 21.9 3,744 4.9 4,317 Gender Male 64.9 24.7 4,116 4.0 5,935 69.1 29.3 4,343 6.7 6,203 73.5 30.3 4,700 8.0 6,455 Female 56.9 21.7 2,960 2.2 3,640 61.9 26.3 3,172 4.3 4,860 64.5 30.1 3,420 4.5 4,830 Source: Employee Benefit Research Institute estimates of the 1996 Panel of the Survey of Income and Program Participation (SIPP) Topical Module Wave 4, the 2001 Panel of SIPP Topical Module Wave 4, and the 2004 Panel of SIPP Topical Module Wave 4. www.ebri.org 7

Figure 5 Individual Retirement Account (IRA) Ownership, Contributions, and Earnings (2004 $s) of Workers Ages 21 64, 1996, 2001, and 2004 1996 2001 2004 Of Those Making Of Those Making Of Those Making Made Tax- a Contribution Made Tax- a Contribution Made Tax- a Contribution Has an Deductible Mean Making Has an Deductible Mean Making Has an Deductible Mean Making IRA in Contribution contri- maximum Average IRA in Contribution contri- maximum Average IRA in Contribution contri- maximum Average Own Name to IRA bution contribution Earnings Own Name to IRA bution contribution Earnings Own Name to IRA bution contribution Earnings (2004 $s) (2004 $s) (2004 $s) (2004 $s) (2004 $s) (2004 $s) All 17.0% 5.0% $1,972 66.4% $3,402 19.2% 5.7% $1,796 69.9% $4,455 21.4% 6.3% $2,218 38.0% $3,006 Age 21 24 1.7 0.4 1,657 54.0 772 3.9 1.1 1,499 49.7 908 5.1 1.3 1,759 32.6 608 25 34 8.9 3.1 1,774 56.8 2,181 12.7 4.0 1,619 57.1 2,001 13.9 4.2 1,961 36.1 1,478 35 44 17.7 5.1 1,916 63.7 2,894 18.8 5.7 1,751 65.3 5,169 21.7 6.8 1,987 35.9 2,267 45 54 24.5 7.0 2,054 68.3 3,753 24.5 6.9 1,849 75.2 4,916 27.0 7.7 2,288 38.0 3,264 55 64 32.8 9.8 2,115 76.1 4,909 31.7 9.7 1,939 79.7 5,053 33.1 9.5 2,633 42.2 4,923 Family Income (2004 $s) Less than $10,000 8.0 2.8 2,007 70.9 6,402 9.4 2.6 1,630 63.2 6,360 11.1 3.2 2,075 33.4 4,295 $10,000 $19,999 5.9 1.5 1,740 53.5 5,495 7.5 2.1 1,772 69.6 4,614 7.9 1.9 2,387 51.9 2,370 $20,000 $29,999 8.7 2.7 1,794 56.7 3,299 9.7 2.4 1,681 61.1 3,245 10.9 3.6 1,945 34.0 2,832 $30,000 $39,999 10.9 3.3 1,826 54.1 3,648 14.2 4.0 1,535 50.9 2,214 14.2 3.8 1,855 27.6 1,987 $40,000 $49,999 13.1 4.5 1,895 64.4 2,207 16.2 4.7 1,721 64.0 5,086 19.1 4.9 2,137 39.7 2,408 $50,000 $74,999 18.0 5.8 1,920 63.9 2,517 19.8 6.0 1,717 63.3 4,012 21.2 6.3 2,041 30.3 2,540 $75,000 or more 27.0 7.5 2,082 72.4 3,814 28.4 8.8 1,901 77.6 4,961 32.9 10.0 2,390 42.6 3,430 Education Level No HS diploma 4.1 1.2 1,966 60.7 1,686 4.0 1.2 1,676 57.3 3,089 2.7 0.5 960 0.0 907 HS diploma 10.7 3.2 1,961 64.5 2,980 11.7 3.3 1,703 61.4 4,234 12.5 3.5 2,051 31.4 2,834 Some college 15.6 4.7 1,885 61.3 2,806 17.4 4.9 1,705 65.2 3,165 19.1 5.3 2,159 34.4 2,682 Bachelor's degree 26.4 7.5 1,956 67.2 3,608 29.3 8.8 1,792 68.9 5,413 32.9 9.8 2,244 41.2 3,190 Graduate degree 39.6 12.2 2,138 75.9 4,225 41.5 14.1 1,964 82.1 5,246 43.1 14.3 2,399 43.6 3,346 Race/Ethnicity White 20.4 6.1 1,990 67.5 3,470 23.1 6.9 1,800 69.5 4,571 26.0 7.7 2,242 38.8 3,164 Black 5.6 1.4 1,124 27.1 1,801 7.9 2.4 1,553 60.5 1,567 9.8 2.9 1,765 25.8 1,435 Hispanic 4.6 1.2 1,668 43.6 2,521 5.9 1.8 1,663 62.9 4,953 7.3 2.4 1,894 20.6 1,921 Other 12.9 4.2 2,067 69.3 3,034 17.0 5.4 1,992 86.8 4,076 19.2 5.5 2,355 45.6 2,050 Marital Status Married 20.1 5.9 1,963 65.5 3,184 22.2 6.7 1,811 70.9 4,449 25.1 7.5 2,287 39.0 3,087 Widowed 26.4 6.8 2,258 86.8 9,252 23.3 5.8 1,749 68.8 10,428 21.9 4.1 2,343 28.9 3,364 Divorced 16.2 4.8 2,072 73.0 3,879 17.5 5.0 1,734 66.3 4,731 19.7 5.7 2,037 30.2 3,458 Separated 6.4 1.6 1,718 58.7 1,925 8.9 3.0 1,791 77.3 2,045 9.8 2.1 1,001 5.6 2,796 Never married 9.2 3.1 1,904 62.9 3,512 12.5 3.9 1,776 66.9 3,671 13.8 4.0 2,074 40.3 2,335 Gender Male 17.4 5.2 2,000 67.5 3,957 19.6 6.0 1,843 73.8 4,696 21.6 6.4 2,262 40.1 3,518 Female 16.5 4.9 1,940 65.2 2,727 18.6 5.5 1,745 65.6 4,224 21.1 6.2 2,169 35.7 2,390 Source: Employee Benefit Research Institute estimates of the 1996 Panel of the Survey of Income and Program Participation (SIPP) Topical Module Wave 4, the 2001 Panel of SIPP Topical Module Wave 4, and the 2004 Panel of SIPP Topical Module Wave 4. 8

The number of active participants in private-sector 401(k)-type plans increased from 10.3 million in 1985 to 44.4 million in 2004 (Figure 6). The number of active participants in overall DC plans increased from 11.2 million in 1975 to 52.9 million in 2002, and then leveled off to 52.2 million in 2004. The assets held in these 401(k)-type plans did not follow the same trend as did the number of plans and number of active participants from 1985 2004. The assets grew sharply from $14 billion in 1985 to $1.79 trillion in 1999, before falling (along with the stock market) until 2002, reaching $1.57 trillion. This level subsequently recovered to its highest level in 2004, amounting to $2.19 trillion. IRA Assets and Contributions by IRA Type The prior section on IRA contributions examined the percentage of workers who owned an IRA and made tax-deductible contributions in a particular year. However, this level of ownership and contributory behavior does not tell the whole story of the magnitude of assets held in these accounts, as a significant amount of the assets being added to IRAs are coming from rollovers from tax-qualified employmentbased retirement plans, and a majority of contributions are going to nondeductible IRAs, in particular, Roth IRAs. The latest IRS figures show the overall importance of these assets in the economy, but do not provide the demographic details concerning the owners as provided above. Total Assets Of the $2.5 trillion in IRAs in 2002, $2.3 trillion were in traditional IRAs (Figure 7), 11 representing more than 90 percent of all IRA assets. Roth IRAs amounted to $77.6 billion, and all other IRAs held $133.4 billion in 2002. 12 Thus, Roth IRAs account for just over 3 percent of all IRA assets, while other IRAs account for slightly more than 5 percent. Total Contributions In contrast, of the $42.3 billion in IRA contributions in 2002, only $12.4 billion went to traditional IRAs, both deductible and nondeductible (Figures 7 and 8). This accounts for 29.3 percent (22.4 percent in deductible and 6.9 percent in nondeductible) of all IRA contributions. Roth contributions represented 31.2 percent of the contributions, while other IRA contributions share was 39.5 percent. 13 Total Rollovers The factor that continues to drive the asset growth of traditional IRAs relative to the other types of IRAs is rollovers from other tax-preferred plans, as opposed to new contributions. In 2002, rollovers to traditional IRAs amounted to $204.4 billion, following rollover amounts of $225.6 billion in 2000 and $187.8 billion in 2001 (Figure 7). 14 Percentage Who Contribute and Average Contribution The proportion of eligible taxpayers who contributed to IRAs was near 10 percent for each year from 2000 2002, ranging from 9.5 percent to 10.6 percent (Figure 7). The average contribution made by those contributing was approximately $2,400 in both 2000 and 2001, before the contribution limits increased in 2002. 15 In 2002, the average contribution jumped to $2,894. Conclusion The number of workers with an individual account plan grew significantly in the late 1990s into the early 2000s. In particular, the growth of 401(k)-type plans reached just over 30 percent of workers ages 21 64 in 2004, up from 24 percent in 1996, while IRA ownership increased from 15.9 percent in 1996 to 21.4 percent in 2004. Furthermore, of those owning at least one of these accounts, the percentage of those owning both types increased significantly from 1996 to 2004. The average contributions to both of these plans also rose. However, certain subgroups of American workers, such as younger, less educated, lower income, and minority workers, are behind their peers in ownership of and contributions to these plans. The asset levels in these individual account plans have continued to increase, making them the foremost vehicles for retirement savings. More than $5 trillion in assets are held in IRAs and privatesector DC plans. Consequently, Americans have amassed a substantial amount of wealth in these plans; however, a majority of Americans still do not have a retirement plan. Therefore, retirees, other than those with the benefit of significant annuity income, will end up in one of two groups: 1) those who rely exclusively on Social Security or 2) those who rely on Social Security and the assets accumulated in their individual account plans, which they are responsible for managing. While exclusive reliance on Social Security among a significant percentage of the retiree population is not new in the United States, the management of assets by those with retirement savings is a new challenge for new and future retirees. www.ebri.org 9

Figure 6 Number of Private-Sector Defined Contribution and 401(k)- Type Plans, Active Participants, and Total Assets, 1975 2004 Number of Plans Number of Active Participants Assets Defined 401(k)- Defined 401(k)- Defined 401(k)- Year Contribution Type Contribution Type Contribution Type (millions) ($ millions) 1975 207,748 11.2 $74,103 1980 340,805 18.9 162,096 1985 461,963 29,869 33.2 10.3 426,622 $143,939 1990 599,245 97,614 35.3 19.5 712,236 384,854 1995 623,912 200,813 42.2 27.8 1,321,657 863,918 1996 632,566 230,808 44.3 30.6 1,550,884 1,061,493 1997 660,542 265,251 47.7 33.6 1,818,152 1,264,168 1998 673,626 300,593 50.0 36.8 2,085,250 1,540,975 1999 683,100 335,121 50.4 38.6 2,350,266 1,790,256 2000 686,878 348,053 50.9 39.8 2,216,495 1,724,549 2001 686,611 366,568 52.3 42.0 2,115,702 1,682,218 2002 685,943 388,204 52.9 43.2 1,951,596 1,573,083 2003 652,976 403,638 51.8 43.6 2,306,922 1,922,021 2004 635,567 418,553 52.2 44.4 2,587,159 2,188,733 Source: U.S. Department of Labor, Employee Benefits Security Administration, Private Pension Plan Bulletin, Historical Tables (March 2007), www.dol.gov/ebsa/pdf/privatepensionplanbulletinhistoricaltables.pdf Figure 7 Distribution of IRA a Assets and Contributions, by IRA Type, 2000 2002 2000 2001 2002 End-of-Year Asset Levels All IRAs $2,629.3 ($ billions) $2,619.4 $2,532.7 Traditional IRAs 2,407.0 2,394.9 2,321.7 Roth IRAs 77.6 79.3 77.6 Other IRAs b 144.7 145.1 133.4 Contributions Total 36.5 35.7 42.3 Traditional IRAs 10.0 9.2 12.4 deductible 7.5 7.4 9.5 nondeductible 2.6 1.8 2.9 Roth IRAs 11.6 11.0 13.2 Other IRAs 14.9 15.6 16.7 Rollovers to Traditional Plans 225.6 187.8 204.4 Percentage of Eligible Taxpayers Who Contribute 9.5% 10.6% 10.3% Average Contribution $2,412 $2,348 $2,894 Source: Peter J. Sailer and Sarah E. Nutter, "Accumulation and Distribution of Individual Retirement Arrangements, 2000" SOI Bulletin (Spring 2004): 121 134; and Victoria L. Bryant and Peter J. Sailer, "Accumulation and Distribution of Individual Retirement Arrangements, 2001 2002" SOI Bulletin (Spring 2006): 233 254. a Individual retirement arrangement (account) b Other IRAs include SEP Plans, SIMPLE Plans, and Educational IRA Plans. www.ebri.org 10

$45 $42.3 Figure 8 IRA a Contributions, 2000 2002 ($ Billions) $40 $35 $30 $36.5 $35.7 2000 2001 2002 ($ Billions) $25 $20 $15 $10 $10.0 $9.2 $12.4 $11.6 $11.0 $13.2 $14.9 $15.6 $16.7 $5 $0 b Total Traditional IRAs Roth IRAs Other IRAs Source: Peter J. Sailer and Sarah E. Nutter, "Accumulation and Distribution of Individual Retirement Arrangements, 2000," SOI Bulletin (Spring 2004): 121 134; and Victoria L. Bryant and Peter J. Sailer, "Accumulation and Distribution of Individual Retirement Arrangements, 2001 2002," SOI Bulletin (Spring 2006): 233 254. a Individual retirement arrangement (account). b Other IRAs include SEP Plans, SIMPLE Plans, and Educational IRA Plans. This was not widely experienced by many older retirees, whose working careers spanned the time when employer-financed defined benefit pension plans (with annuity payments) were the norm. The new challenge for retirees who own these accounts will be to maintain and draw down their retirement assets in a manner that pays for an acceptable standard of living and lasts throughout the length of their retirement. Any retirement asset drawdown decision that underestimates the retiree s remaining years of life could result in the individual outliving his or her retirement assets. Therefore, retirees with these individual account assets will need to have information or financial vehicles that will reduce their likelihood of outliving their assets in retirement or the need to significantly lower their standard of living. In previous EBRI research, VanDerhei and Copeland (2003) examined the likelihood of a retiree being able to fund his or her basic expenses in retirement and the potential need for additional savings to cover these expenses if existing funds are insufficient. 16 Furthermore, in another EBRI study, VanDerhei and Copeland (2004) investigated how eliminating lump-sum distributions from employment-based retirement plans and annuitizing all retirement plan assets would affect workers need for additional savings. 17 Both studies show that decisions on both savings in and spending from these individual account plans will have critically important consequences for many Americans ultimate financial situation in retirement. Thus, retirees using these individual account plans are being handed two difficult assignments accumulation and orderly divesture for financing a comfortable retirement. www.ebri.org 11

Endnotes 1 See the U.S. Census Bureau s SIPP Web site, www.sipp.census.gov/sipp/overview.html, for further information on SIPP. This study uses data from the 1996, 2001, and 2004 panels. The 1996 Panel followed the same individuals for a four-year period, while the 2001 Panel follows the same individuals for a three-year period, with the 2001 Panel including a sample of 36,700 families. The 2004 Panel consists of 46,500 households to be interviewed for 2- ½ years. In the survey, respondents are interviewed every four months, with all respondents being interviewed in staggered months so that one-fourth of the sample is interviewed each month. During each interview, the respondents are asked a core set of the same questions about the prior four-month period and topical modules of more specialized topics that are rotated through the survey and refer to the reference month (last month of the fourmonth period) or prior year. Thus, the results of many of these questions cover a four-month period to include the full sample. 2 See Jack VanDerhei, Sarah Holden, Craig Copeland, and Luis Alonso, 401(k) Plan Asset Allocation, Plan Balances, and Loan Activity in 2006, EBRI Issue Brief, no. 308 (Employee Benefit Research Institute, August 2007) for the most recent results on participant account balances from the EBRI/ICI database; and Sarah Holden and Jack VanDerhei, Contribution Behavior of 401(k) Plan Participants, EBRI Issue Brief, no. 238 (Employee Benefit Research Institute October 2001) for results on contributions from this database. 3 See Holden and VanDerhei, (2001), op. cit., for contributions to just 401(k) plans. 4 The maximum dollar amounts that were allowed to be contributed to 401(k) plans on a tax-deferred basis were $9,700 in 1996, $10,500 in 2001, and $13,000 ($16,000 for those age 50 or older) in 2004. While these were the maximum dollar amounts allowed by the Internal Revenue Code, plans may have limited contributions to a level below this maximum amount. In addition, the federal government also limited contributions to 25 percent of compensation until 2002. Thus, anyone making below $42,000 in 2001 could not have made the maximum dollar amount contribution. Starting in 2002, the maximum percentage amount was increased to 100 percent of compensation. 5 The percentage of income that is contributed to 401(k)-type plans in this study is not comparable with that of Holden and VanDerhei, (2001), op. cit., as this study uses family income whereas that study uses individual earnings. Furthermore, again, the Holden and VanDerhei study includes only 401(k) plans, while this study includes other similar defined contribution plans. 6 SIPP asks for income on a monthly basis. The income used in this study is the monthly income of the reference month of the survey when questions were asked about participation and contributions. (For the 2004 results, the income data came from the last month of the previous wave, since the wave core data file corresponding to the topical module data with the IRA questions had not been released at the time of this study.) The monthly income is then annualized by multiplying it by 12. Consequently, any worker with uneven monthly earnings over the year will have inaccurate annualized earnings for the year. This number appears to be small overall, but does appear to influence the results from the lowest income groups with small participation levels in 401(k)-type plans. 7 In general, the groups with higher average earnings were associated with those groups having higher average balances. See VanDerhei, Holden, Copeland, and Alonso (2007), op. cit., for the average balances by age and income levels. 8 The data from SIPP only have tax-deductible contributions, not nondeductible contributions, such as those to Roth IRAs. A section later in this study presents data on all contribution types to IRAs. 9 The maximum IRA contribution from 1996 2001 was $2,000. In 2002, the maximum was increased to $3,000 until 2004, when it was set at $4,000 annually through 2007. In 2008, the limit goes to $5,000. For those ages 50 or older an additional $500 could be contributed from 2002 2005. In 2006, the catch-up contribution increased to $1,000. 10 See U.S. Department of Labor, Employee Benefits Security Administration, Private Pension Plan Bulletin Historical Tables (March 2007), www.dol.gov/ebsa/pdf/privatepensionplanbulletinhistoricaltables.pdf (viewed Sept. 19, 2007). 11 The data for this section are from IRS research published in their SOI Bulletin. For more results, see Peter J. Sailer and Sarah E. Nutter, Accumulation and Distribution of Individual Retirement Arrangements, 2000, SOI Bulletin (Spring 2004): 121 134; and Victoria L. Bryant and Peter J. Sailer, Accumulation and Distribution of Individual Retirement Arrangements, 2001 2002, SOI Bulletin (Spring 2006): 233 254. 12 Other IRAs include simplified employee pension (SEP) plans, savings incentive match plan for employees (SIMPLE) plans, and educational IRAs. www.ebri.org 12

13 The Investment Company Institute has estimates for IRA assets by type through 2006 in Investment Company Institute, The U.S. Retirement Market, 2006, Research Fundamentals, Vol. 16, no. 3 (Investment Company Institute, July 2007), available at http://www.ici.org/home/fm-v16n3.pdf (last viewed Sept. 19, 2007). Estimates of Roth contributions through 2004 and more detailed data on IRA holdings are included in Investment Company Institute, Appendix: Additional Data on the U.S. Retirement Market, 2006, Research Fundamentals, Vol. 16, no. 3A (Investment Company Institute, July 2007), available at http://www.ici.org/pdf/fm-v16n3_appendix.pdf (last viewed Sept. 19, 2007). 14 See Craig Copeland, Individual Account Retirement Plans: An Analysis of the 2004 Survey of Consumer Finances, EBRI Issue Brief, no. 293 (Employee Benefit Research Institute, May 2006) for a breakdown of IRA assets into rollover and traditional (regular) assets, where between 25 percent and 50 percent of the IRA assets were found to be attributable to rollovers. 15 See endnote 9, for details on the increases in the IRA contribution limits. 16 See Jack VanDerhei and Craig Copeland, Can America Afford Tomorrow s Retirees: Results From the EBRI- ERF Retirement Security Projection Model, EBRI Issue Brief, no. 263 (Employee Benefit Research Institute, November 2003). 17 See Jack VanDerhei and Craig Copeland, ERISA at 30: The Decline of Private-Sector Defined Benefit Promises and Annuity Payments? What Will It Mean? EBRI Issue Brief, no. 269 (Employee Benefit Research Institute, May 2004). g New Publications and Internet Sites [Note: To order U.S. Government Accountability Office (GAO) publications, call (202) 512-6000.] Employee Benefits DeScherer, Dorinda D., and Terence M. Myers. Employee Benefits Answer Book. Ninth Edition. $225. Aspen Publishers, 7201 McKinney Circle, P.O. Box 990, Frederick, MD 21705, (800) 638-8437, www.aspenpublishers.com Society for Human Resource Management. 2007 Benefits Survey Report. SHRM members, $79.95; nonmembers, $99.95. Society for Human Resource Management, 1800 Duke St., Alexandria, VA 22314-3499, (800) 444-5006, option #1, e-mail: shrmstore@shrm.org, http://shrmstore.shrm.org/shrm/ U.S. Government Accountability Office. Employer-Sponsored Benefits: Many Factors Affect the Treatment of Pension and Health Benefits in Chapter 11 Bankruptcy. Order from GAO. Health Care U.S. Government Accountability Office. Health Care 20 Years From Now: Taking Steps Today to Meet Tomorrow s Challenges. Order from GAO. Watson Wyatt Worldwide. 2007 Employee Perspectives on Health Care: Voice of the Consumer. $49. Watson Wyatt Worldwide, 901 N. Glebe Rd., Arlington, VA 22203, (703) 258-8000, fax: (703) 258-8585, www.watsonwyatt.com Pension Plans/Retirement Madrian, Brigitte, Olivia S. Mitchell, and Beth J. Soldo. Redefining Retirement: How Will Boomers Fare? $81. Oxford University Press, Attn: Order Dept., 2001 Evans Rd., Cary, NC 27513-2010, (800) 451-7556, fax: (919) 677-1303, www.oup.com/us National Association of Government Defined Contribution Administrators, Inc. 2006 Biennial State and Local Government Defined Contribution Plan Survey. CD-ROM. NAGDCA members, $75; nonmembers, $99. National Association of Government Defined Contribution Administrators, Inc., 201 East Main St., Suite 1405, Lexington, KY 40507, (859) 514-9161, fax: (859) 514-9188, www.nagdca.org www.ebri.org 13

RG Wuelfing & Associates, Inc. 2007 SPARK Marketplace Update. Available only to members of the Society of Professional Asset-Managers and Record Keepers (SPARK) and included in the cost of membership, $800. RG Wuelfing & Associates, Inc., 714 Hopmeadow St., Suite 3, Simsbury, CT 06070, (860) 658-5058, fax: (860) 658-5068, www.rgwuelfing.com Web Documents 2008 Segal Health Plan Cost Trend Survey www.segalco.com/publications/surveysandstudies/2008trendsurvey.pdf 401(k) Fast Facts: Financial Literacy and Investment Education www.americanbenefitscouncil.org/documents/401k_financialliteracy.pdf 401(k) Participants Awareness and Understanding of Fees www.aarp.org/research/financial/investing/401k_fees.html Aon Consulting/ISCEBS Survey: CDH Plans Continue to Grow in Popularity www.iscebs.org/pdf/surveys/surveycdhaon07final.pdf Automatic 401(k) Overview for Employers www.aarp.org/money/careers/employerresourcecenter/benefits/automatic_401k_overview_for_employers.html Employer Health Benefits 2007 Annual Survey www.kff.org/insurance/7672/ FASB Kicks Off Phase Two of Postretirement Benefit Accounting Reform www.watsonwyatt.com/us/news/globalnews2.asp?id=17774&nm=united%20states Future of Medicare: Report on Expert Views http://assets.aarp.org/rgcenter/health/2007_12_medicare.pdf GASB Issues New Pension Disclosure Rules www.segalco.com/publications/bulletins/aug07gasb.pdf Health Care Plans in 2007 www.bls.gov/opub/ted/2007/aug/wk3/art04.htm How Much Do Americans Depend on Social Security? www.ncpa.org/pub/st/st301/st301.pdf Income, Poverty, and Health Insurance Coverage in the United States: 2006 www.census.gov/prod/2007pubs/p60-233.pdf An Industry Analysis of the Fair Disclosure for Retirement Security Act of 2007 [introduced by Rep. George Miller on July 26, 2007] www.rgwuelfing.com/fair_disclosure_sop_09192007_final.pdf IRS Issues Final Rules Clarifying Dependent Care Expense Reimbursement www.sibson.com/publications/bulletins/sept07dep.pdf Is There Really a Retirement Savings Crisis? An NRRI Analysis http://crr.bc.edu/images/stories/briefs/ib_7-11.pdf www.ebri.org 14

Leave Benefits in the United States [Updated July 27, 2007] http://opencrs.cdt.org/rpts/rl34088_20070727.pdf Maternity Leave in the United States www.iwpr.org/pdf/parentalleavea131.pdf The New Health Care Currency: Keeping Employees Well www.aon.com/about/publications/pdf/issues/ar_2007_07_the_new_health_803.pdf Pension Sponsorship and Participation: Summary of Recent Trends [Updated September 6, 2007] www.opencrs.com/rpts/rl30122_20070906.pdf Ready or Not: The First New 403(b) Regulations in More Than 40 Years Are Here [White Paper] www.milliman.com/expertise/employee-benefits/publications/published/pdfs/403b-regulations-pa08-01-07.pdf The Role of Private Insurance in Financing Long-Term Care http://crr.bc.edu/images/stories/briefs/ib_7-13.pdf Six Steps for Cutting Spending for Multiemployer Self-Funded Health Plans www.ifebp.org/pdf/webexclusive/07oct.pdf Study of Employee Benefits: 2007 & Beyond www.prudential.com/media/managed/giproducer/studyofemployeebenefits_2007andbeyond.pdf Temporary Closing of the Determination Letter Program for Adopters of Pre-Approved Defined Contribution Plans [Announcement 2007-90] www.irs.gov/pub/irs-drop/a-07-90.pdf U.S. Healthcare Spending: Comparison with Other OECD Countries http://opencrs.com/rpts/rl34175_20070917.pdf Whither Employer-Based Health Insurance? The Current and Future Role of U.S. Companies in the Provision and Financing of Health Insurance www.commonwealthfund.org/usr_doc/collins_whitheremployer-basedhltins_1059.pdf?section=4039 www.ebri.org 15

EBRI Notes i EBRI Employee Benefit Research Institute Notes (ISSN 1085 4452) is published monthly by the Employee Benefit Research Institute, 1100 13 th St. NW, Suite 878, Washington, DC 20005-4051, at $300 per year or is included as part of a membership subscription. Periodicals postage rate paid in Washington, DC, and additional mailing offices. POSTMASTER: Send address changes to: EBRI Notes, 1100 13 th St. NW, Suite 878, Washington, DC 20005-4051. Copyright 2007 by Employee Benefit Research Institute. All rights reserved, Vol. 28, no. 10. Who we are What we do Our publications Orders/ subscriptions The Employee Benefit Research Institute (EBRI) was founded in 1978. Its mission is to contribute to, to encourage, and to enhance the development of sound employee benefit programs and sound public policy through objective research and education. EBRI is the only private, nonprofit, nonpartisan, Washington, DC-based organization committed exclusively to public policy research and education on economic security and employee benefit issues. EBRI s membership includes a cross-section of pension funds; businesses; trade associations; labor unions; health care providers and insurers; government organizations; and service firms. EBRI s work advances knowledge and understanding of employee benefits and their importance to the nation s economy among policymakers, the news media, and the public. It does this by conducting and publishing policy research, analysis, and special reports on employee benefits issues; holding educational briefings for EBRI members, congressional and federal agency staff, and the news media; and sponsoring public opinion surveys on employee benefit issues. EBRI s Education and Research Fund (EBRI-ERF) performs the charitable, educational, and scientific functions of the Institute. EBRI-ERF is a tax-exempt organization supported by contributions and grants. EBRI Issue Briefs are periodicals providing expert evaluations of employee benefit issues and trends, as well as critical analyses of employee benefit policies and proposals. EBRI Notes is a monthly periodical providing current information on a variety of employee benefit topics. EBRI s Pension Investment Report provides detailed financial information on the universe of defined benefit, defined contribution, and 401(k) plans. EBRI Fundamentals of Employee Benefit Programs offers a straightforward, basic explanation of employee benefit programs in the private and public sectors. The EBRI Databook on Employee Benefits is a statistical reference work on employee benefit programs and work force-related issues. Contact EBRI Publications, (202) 659-0670; fax publication orders to (202) 775-6312. Subscriptions to EBRI Issue Briefs are included as part of EBRI membership, or as part of a $199 annual subscription to EBRI Notes and EBRI Issue Briefs. Individual copies are available with prepayment for $25 each (for printed copies). Change of Address: EBRI, 1100 13th St. NW, Suite 878, Washington, DC, 20005-4051, (202) 659-0670; fax number, (202) 775-6312; e-mail: subscriptions@ebri.org Membership Information: Inquiries regarding EBRI membership and/or contributions to EBRI-ERF should be directed to EBRI President/ASEC Chairman Dallas Salisbury at the above address, (202) 659-0670; e-mail: salisbury@ebri.org Editorial Board: Dallas L. Salisbury, publisher; Steve Blakely, editor. Any views expressed in this publication and those of the authors should not be ascribed to the officers, trustees, members, or other sponsors of the Employee Benefit Research Institute, the EBRI Education and Research Fund, or their staffs. Nothing herein is to be construed as an attempt to aid or hinder the adoption of any pending legislation, regulation, or interpretative rule, or as legal, accounting, actuarial, or other such professional advice. EBRI Notes is registered in the U.S. Patent and Trademark Office. ISSN: 1085 4452 1085 4452/90 $.50+.50 Did you read this as a pass-along? Stay ahead of employee benefit issues with your own subscription to EBRI Notes for only $89/year electronically e-mailed to you or $199/year printed and mailed. For more information about subscriptions, visit our Web site at www.ebri.org or complete the form below and return it to EBRI. Name Organization Address City/State/ZIP Mail to: EBRI, 1100 13th St. NW, Suite 878, Washington, DC, 20005-4051 or Fax to: (202) 775-6312 2007, Employee Benefit Research Institute Education and Research Fund. All rights reserved.