The state should ensure that pension systems are portable, flexible and fair to all teachers.
Idaho only offers a defined benefit pension plan to its teachers as their mandatory pension plan. 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. It also limits flexibility by restricting the ability to purchase years of service. The state is commended, however, for offering a fully portable supplemental savings plan.
Teachers in Idaho 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. Idaho's vesting at five years of service limits the options of teachers who leave the system prior to this point. According to a recent report, about 70 percent of employees in Idaho's teacher-covered pension plan vest, meaning that 30 percent do not become eligible for a pension and, therefore, can only collect their refundable contributions.
Teachers in Idaho who choose to withdraw their contributions upon leaving may either receive their own contributions plus interest or leave their contributions in the state's pension fund to accrue returns on investments. Teachers may collect the balance of his/her account at a later date in the future. 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. Idaho 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. Idaho's plan allows teachers to purchase four years of service total for any reason, which is very limited compared to most states. This provision disadvantages teachers who move to Idaho with more than four years of teaching experience and teachers who need to take more than four years' leave over the course of their careers for personal reasons such as maternity or paternity care.
Idaho is commended for offering a fully portable supplemental savings plan, known as the Choice 401(k) Plan, and for encouraging their teachers to participate. This plan is funded by voluntary contributions made by teachers, gain-sharing distributions, possible employer contributions and the earnings on those funds.
Public Employee Retirement System of Idaho, Comprehensive Annual Financial Report for fiscal year ended June 30, 2015. Aldeman, C. and Rotherham, A. (2014). Friends without Benefits: How States Systematically Shortchange Teachers’ Retirement and Threaten Their Retirement Security, Bellwether Education Partners.
Offer teachers a pension plan that is fully portable, flexible and fair.
Idaho should offer teachers for their mandatory pension plan the option of either a defined contribution plan or a fully portable defined benefit plan, such as a cash balance plan. A well-structured defined benefit plan could be a suitable option among multiple plans. However, as the sole option, defined benefit plans severely disadvantage mobile teachers and those who enter the profession later in life. Because teachers in Idaho participate in Social Security, they are required to contribute to two defined benefit-style plans.
Increase the portability of its defined benefit plan
If Idaho maintains its defined benefit plan, it should allow teachers that leave the system to withdraw employer contributions. The state should also allow teachers to purchase their full amount of previous teaching experience upon the first day of employment, allow the purchase of parental leaves and decrease the vesting requirement to year three. A lack of portability is a disincentive to an increasingly mobile teaching force.
Offer an employer contribution to the supplemental retirement savings plan.
While Idaho at least offers teachers the option of a supplemental defined contribution savings plan, this option would be more meaningful if the state required employers also to contribute.
Idaho was helpful in providing information that enhanced this analysis. Idaho added that its primary pension plan is fully portable within Idaho.