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Congress Is Killing The File-And-Suspend And Restricted Application Social Security Strategies

October 28, 2015 07:01 am 296 Comments CATEGORY: Retirement Planning

When Congress passed the Senior Citizens Freedom to Work Act in 2000, it introduced a new concept called “voluntary suspension” of benefits, allowing those who had already started Social Security benefits to stop their payments and earn delayed retirement credits. In the process, however, the new voluntary suspension rules unleashed several additional Social Security claiming strategies, including various “claim now, claim more later” tactics involved File-and-Suspend and Restricted Applications for spousal benefits.

And under this week’s budget legislation, Congress has decided to close these perceived “loopholes” in the Social Security rules. By extending the rules for deemed application, it will no longer be possible to file a restricted application for just spousal benefits. And with an extension of the “suspension” rules that stipulate suspending an individual’s benefits will also suspend any benefits to other people based on the same earnings record, Congress has killed off the various “File and Suspend” strategies to allow spousal and dependent benefits to be paid while still earning delayed retirement credits.

Perhaps most notable for the new Social Security crackdown, though, is the effective date for the rules. While the new limits to Restricted Application will not apply to anyone who is already age 62 or older in 2015, the new crackdown ~~may suspend current spousal or dependent benefits in 6 months for those who are only receiving those benefits thanks to File-and-Suspend!~~ will kick in 6 months from now (thanks to a recent amendment to the original legislation), grandfathering anyone currently going through file-and-suspend but limiting anyone who tries to suspend benefits thereafter. ~~In other words, those who already engaged in the File-and-Suspend strategy may find it terminated mid-stream,~~ Beyond that point, anyone who suspends will find that no benefits will be payable until the individual who suspended chooses to reinstate benefits (either to restart them now, or finish waiting until age 70).

Notably, the crackdown on these voluntary-suspension-related tactics doesn’t actually kill the rules for voluntary suspension itself, which remains on the books. But now, aside from a few esoteric scenarios (including the recent Hold Harmless Medicare claiming strategy), voluntary suspension will be relegated to those unique scenarios where someone truly started benefits early, has had a change of mind and wants to stop them (after a year has passed and it’s already too late to withdraw the application) to earn delayed retirement credits, with the plans of starting benefits again at age 70. Of course, ideally those who wish to delay benefits for the value of earning delayed retirement credits will simply delay from the start to maximize the benefit, which makes voluntary suspension a moot point altogether for most retirees in the future!

2015 Compensation Trends For Financial Advisory Salaries – Is The Advisor Talent Shortage Just A Mirage?

October 26, 2015 07:01 am 14 Comments CATEGORY: Practice Management

In most financial advisory firms, compensation for employees is more than 3/4ths of a firm’s total expenditures. Which means trends in compensation can have a very significant impact on the profitability and success of an advisory firm business. And the urgency of advisory firms to control compensation have become acute in recent years, as a projected wave of advisors retiring and a dearth of young advisor talent suggests that advisor compensation will rapidly rise, squeezing the margins of most firms.

Yet the latest industry benchmarking studies from Investment News and FA Insight find that, despite the fact that the headcount of financial advisors has already declined by 15% in the past 6 years, advisor compensation growth has remained remarkably sluggish, with little evidence whatsoever of an advisor talent shortage.

Instead, the industry studies find that the largest advisory firms are competing for talent by paying healthy salaries, supported by incentive compensation that allows them to be flexible in a bear market, and using their offer of a career track as an incentive to attract the top young talent. In the meantime, the firms are paying very modest raises, counting on the top advisor talent to satisfy their hunger for financial success by climbing the firm’s career track ladder from support advisor to associate to lead advisor, and ultimately to partner.

In fact, the lack of any apparent pressure on firms to raise compensation, despite what is already a declining advisor headcount, suggests that perhaps the reality is most of the current attrition of “financial advisors” are actually product-centric “non-advisors” who aren’t really delivering financial planning anyway. Similarly, the continued growth of CFP certificants – now up 54% in the past decade – may have actually been more than enough to satisfy the demand of firms for young talent as planning-centric firms slowly but steadily take market share. And with the average age of an employee lead advisor at planning-centric RIA firms “just” age 50, perhaps the reality is that the advisor talent shortage really is just a mirage – or at least, a danger that may not manifest for 10-15 years or more!?

Weekend Reading for Financial Planners (Oct 24-25)

October 23, 2015 02:01 pm 16 Comments CATEGORY: Weekend Reading

Enjoy the current installment of "weekend reading for financial planners" - this week’s edition kicks off with the big announcement that eMoney Advisor has developed an integration with MoneyGuidePro, allowing MGP users to adopt the eMx Select advisor dashboard and client PFM portal while continuing to use MoneyGuidePro for financial planning purposes. Also in the news this week was the separate launch of MoneyGuidePro’s new “MyMoneyGuide” digital marketing solution, and a new study from Cerulli suggesting that robo-advisors need to significantly accelerate their ongoing asset growth just to survive (and that other industry studies projecting robo-advisor growth may be unrealistically optimistic).

From there, we have several technical articles this week, from some guidance on how early retirees can aim to maximize their premium assistance tax credits when buying health insurance until they’re eligible for Medicare, to a discussion of why ETF adoption has still been slow in the retirement plan marketplace and what it will take for the trend to shift, and a new study from retirement researcher Wade Pfau looking at various forms of variable spending strategies in retirement and how they line up to each other.

We also have a number of practice management articles this week, including: the growth of technology solutions that allow financial advisors to engage with prospective clients through their website before ever meeting with the prospect; how video conferencing with clients has grown, with almost 70% of advisors using video tools to meet with at least a subset of their clients; and a review of the new financial planning software solution RightCapital.

We wrap up with three interesting articles: the first provides a great reminder (and cautionary tale) of how digitally distracted we’ve allowed ourselves to become, and the importance of periodically “unplugging” to ensure you take time to engage in some critical thinking and strategic planning for your business; the second is a discussion of the ongoing “breakaway broker” trend, which appears to be accelerating into larger and larger teams breaking away from wirehouses and insurance company broker-dealers; and the last raising the question of whether the core topic areas of financial planning are still too rooted in the financial planning products of old, and whether it’s time for financial planning to evolve to the next stage, which might even include coming up with a new or different name for what it may eventually become.

Enjoy the reading!

eMoney Advisor Rolls Out eMx Select Integration To MoneyGuidePro As #FinTech Demand Grows For Advisor PFM Portal

October 22, 2015 08:59 am 16 Comments CATEGORY: Technology & Advisor FinTech

At the close of week’s eMoney Advisor Summit, the financial planning software company made a ‘surprise’ announcement that it will be integrating with its financial planning software competitor MoneyGuidePro.

Yet the reality is that this announcement wasn’t actually new – it had been previewed earlier this year at the T3 Advisor Technology conference – and the integration is actually between MoneyGuidePro and the new eMx Select platform, a comprehensive client Personal Financial Management (PFM) solution plus advisor dashboard that eMoneyAdvisor seems to be positioning as a new central platform on which an advisor could run his/her entire business.

From the MoneyGuidePro perspective, its users will likely be happy to have a new and more robust PFM solution to use with clients, and the integration plugs a gap in the MGP client experience. But in the long run, the pressure is now on MGP to continue to stay one step ahead of eMoney Advisor’s own financial planning software, or risk finding that their integration is a form of Trojan horse strategy that gives eMoney Advisor the chance to showcase its own software to MGP users and then solicit them to come over for the entire eMoney Advisor solution.

More generally, the decision of MoneyGuidePro to integrate with a perceived competitor certainly makes the point of the rapidly increasing importance of having a PFM portal that delivers a strong financial planning experience for clients. Though ultimately, the real news of the eMoney Advisor decision to unbundle eMx Select is that it is shifting from being “just” financial planning software to instead becoming an increasingly open architecture central advisor platform suggests that Fidelity may even be positioning the software to compete against TD Ameritrade’s Veo and Envestnet’s emerging platform solution. Which may well have been Edmond Walter’s vision all along.

Should Portfolio Allocations Be Adjusted Based On The Industry You Work In?

October 21, 2015 07:01 am 20 Comments CATEGORY: Human Capital

The traditional approach to portfolio design involves diversifying the portfolio with low-correlation investments to help maximize the portfolio’s return for a given level of risk (or alternatively to minimize risk for a given level of return).

Yet from the holistic financial planning perspective, the reality is that the portfolio – or more generally, an investor’s “financial capital” – is only one asset on the household/personal balance sheet. And for accumulators who are still working, it’s not even the biggest asset, often trumped by the individual’s human capital that may be 2X, 5X, or 10X the value of his/her financial capital!

The significance of this distinction is that to truly maximize the risk/return characteristics of an individual’s total balance sheet, and all types of capital, it’s crucial to not just view the portfolio on a standalone basis, but to invest the portfolio to diversify around the often-much-larger human capital instead. Which means workers in conservative “bond-like” jobs might have even more equity-heavy portfolios, while those in more aggressive “stock-like” jobs should invest even more conservatively!

And even for those who are otherwise comfortable with their overall level of risk and equity exposure, arguably the future of designing portfolios for accumulators in particular – where human capital is really the dominant asset – is that the asset class and sector exposures of the portfolio should be adjusted around the risk/return characteristics of the worker’s job. For instance, those who work in the tech industry might really want to own less of the Technology sector in their portfolio! And ironically, the approach is especially relevant for financial advisors themselves, who are inherently so exposed to the economic and stock market cycle by virtue of their job, that they should own less in stocks themselves… or at least, far less in Financials!

Creating Blog Content As A Financial Advisor – Coming Up With Content Ideas And Other Best Practices

October 19, 2015 07:01 am 20 Comments CATEGORY: Personal/Career Development

The existence of social media and search engines like Google have made it possible for niche advisors to succeed like never before, obtaining clients simply by creating content that demonstrates their expertise to their prospective clientele, and allowing those prospects to find their way to the advisor.

Yet the caveat of engaging in such inbound marketing strategies as a financial advisor is that they only work by actually creating the content, which for many advisors is a challenge unto itself in trying to think up topics to write about! As it turns out, though, there’s a remarkably easy way to come up with appropriate topics: simply create content to answer the questions your clients are already asking you!

And if writing still seems overwhelming, consider crafting an outline to help figure out what to write about. By breaking your article into 3 key points, then identifying 3 key concepts associated with each point, all that remains to create an article is just to create one paragraph (3 sentences!) to summarize each concept! (I call this writing approach the 3x3x3 strategy!)

Or alternatively, if writing is still a blocking point, consider just not writing at all! If you’re better at speaking, try recording yourself on video instead! If you just prefer to talk about the topics, try a podcast! Or hire writer who can work with you to take an initial topic idea and expand it into an article!

Ultimately, though, the biggest key to overcoming any writer’s block and producing content regularly is simply to commit to a regular schedule of content in the first place. Whether it’s just planning to do one article per month, or a rotating series of articles every week, by crafting your own “Editorial Content Calendar” you can create a form of accountability for yourself, to help ensure that your content creation efforts get the priority they deserve!