PERS: Structure of Benefits
When taxpayers’ contingent liability for Nevada’s Public Employees Retirement System is accounted for — through a market-based accounting technique — the system’s unfunded liability currently approaches $41 billion.[1]
That amount is nearly seven times the annual payroll of all state and local governments that participate in PERS. Put another way, PERS’ unfunded liability is slightly larger than all spending from the state general fund between FY 1986 and FY 2010 — a period of 25 years.
Obviously, an unfunded liability of such size means that Silver State taxpayers face a tremendous challenge in meeting obligations promised to Nevada’s current and past public-sector workers. Moreover, given such a burden, Silver State taxpayers cannot allow PERS’ unfunded liability to continue growing.
To arrest or even reverse the growth in unfunded pension liabilities will require a significant restructuring of benefits.
Key Points
Defined-benefits (DB) pension plans leave taxpayers vulnerable. The growing unfunded liability to which Nevada taxpayers are exposed stems from the fact that the pension benefits promised to retirees are certain whereas PERS investment returns are not. When a year’s investment returns fall short, PERS increases taxpayers’ required annual contributions to make up the difference. Thus, taxpayers — in addition to bearing the risk on their own retirement savings — are forced to bear PERS investment risks as well.
Defined-contribution (DC) retirement plans offer taxpayers greater assurance. DC plans inoculate taxpayers from PERS investment risk. Similar to a private-sector 401(k), a DC plan would have taxpayers contributing a set amount into government workers’ personal retirement accounts, with government workers assuming their own investment risk — as do most private-sector workers.
DC plans benefit government workers in addition to taxpayers. If Nevada shifted to a DC retirement system, government workers would see many important benefits. First, DC plans are both personal and portable. Under the current, collectivized DB system, workers cannot take their retirement savings with them if they change jobs, resulting in “job lock.” Portability of retirement benefits can thus make public service more attractive to younger workers.
Second, retirement savings in a DC account are a tangible asset that retirees can pass on to their children, upon death. This is not true of a DB plan. In the case of early or untimely death, retirees in a DB program lose their claim to full pension benefits even though they may name a “survivor” to receive partial benefits. In this case, retirees can become net losers, having contributed more money into the collectivized system than they and their survivors will ever receive.
Shifting to a DC plan can be costly in the short term. As PERS administrators have noted, an abrupt, not-well-planned shift to a DC plan could accelerate the amortization schedule of the unfunded liabilities that Nevada’s DB plan has already incurred. Such a shift would require larger taxpayer contributions until PERS collects enough assets to cover its accrued liabilities. Although already destined to incur these costs, taxpayers would have to do so on a shorter timeline.
A hybrid approach allows such short-term costs to be avoided. Utah lawmakers created one such hybrid plan in 2010. It allows workers to participate in either a DB or DC retirement plan but it limits taxpayer contributions in either case to 10 percent of the workers’ pay. Because Utah will continue its DB plan on an optional basis, its taxpayers will be able to avoid an accelerated amortization schedule for the DB system’s accrued unfunded liability.
Recommendations
Restructure pension benefits around a Utah-style hybrid system. Nevada lawmakers should protect Silver State taxpayers from the open-ended liabilities associated with DB pension plans by adopting pension reform along the lines of Utah’s hybrid system. Utah’s system was put in place with the enactment of Senate Bill 63 from Utah’s 2010 General Legislative Session, which should serve as a model to guide Nevadans.[2]
At the local government level, retirement contribution rates are subject to collective bargaining agreements and, in many cases, retirement benefits are completely funded by taxpayers with public employees making no contribution toward their own retirement.
Solution of the Week: PERS reform
PERS: Structure of Benefits
When taxpayers’ contingent liability for Nevada’s Public Employees Retirement System is accounted for — through a market-based accounting technique — the system’s unfunded liability currently approaches $41 billion.[1]
That amount is nearly seven times the annual payroll of all state and local governments that participate in PERS. Put another way, PERS’ unfunded liability is slightly larger than all spending from the state general fund between FY 1986 and FY 2010 — a period of 25 years.
Obviously, an unfunded liability of such size means that Silver State taxpayers face a tremendous challenge in meeting obligations promised to Nevada’s current and past public-sector workers. Moreover, given such a burden, Silver State taxpayers cannot allow PERS’ unfunded liability to continue growing.
To arrest or even reverse the growth in unfunded pension liabilities will require a significant restructuring of benefits.
Key Points
Defined-benefits (DB) pension plans leave taxpayers vulnerable. The growing unfunded liability to which Nevada taxpayers are exposed stems from the fact that the pension benefits promised to retirees are certain whereas PERS investment returns are not. When a year’s investment returns fall short, PERS increases taxpayers’ required annual contributions to make up the difference. Thus, taxpayers — in addition to bearing the risk on their own retirement savings — are forced to bear PERS investment risks as well.
Defined-contribution (DC) retirement plans offer taxpayers greater assurance. DC plans inoculate taxpayers from PERS investment risk. Similar to a private-sector 401(k), a DC plan would have taxpayers contributing a set amount into government workers’ personal retirement accounts, with government workers assuming their own investment risk — as do most private-sector workers.
DC plans benefit government workers in addition to taxpayers. If Nevada shifted to a DC retirement system, government workers would see many important benefits. First, DC plans are both personal and portable. Under the current, collectivized DB system, workers cannot take their retirement savings with them if they change jobs, resulting in “job lock.” Portability of retirement benefits can thus make public service more attractive to younger workers.
Second, retirement savings in a DC account are a tangible asset that retirees can pass on to their children, upon death. This is not true of a DB plan. In the case of early or untimely death, retirees in a DB program lose their claim to full pension benefits even though they may name a “survivor” to receive partial benefits. In this case, retirees can become net losers, having contributed more money into the collectivized system than they and their survivors will ever receive.
Shifting to a DC plan can be costly in the short term. As PERS administrators have noted, an abrupt, not-well-planned shift to a DC plan could accelerate the amortization schedule of the unfunded liabilities that Nevada’s DB plan has already incurred. Such a shift would require larger taxpayer contributions until PERS collects enough assets to cover its accrued liabilities. Although already destined to incur these costs, taxpayers would have to do so on a shorter timeline.
A hybrid approach allows such short-term costs to be avoided. Utah lawmakers created one such hybrid plan in 2010. It allows workers to participate in either a DB or DC retirement plan but it limits taxpayer contributions in either case to 10 percent of the workers’ pay. Because Utah will continue its DB plan on an optional basis, its taxpayers will be able to avoid an accelerated amortization schedule for the DB system’s accrued unfunded liability.
Recommendations
Restructure pension benefits around a Utah-style hybrid system. Nevada lawmakers should protect Silver State taxpayers from the open-ended liabilities associated with DB pension plans by adopting pension reform along the lines of Utah’s hybrid system. Utah’s system was put in place with the enactment of Senate Bill 63 from Utah’s 2010 General Legislative Session, which should serve as a model to guide Nevadans.[2]
At the local government level, retirement contribution rates are subject to collective bargaining agreements and, in many cases, retirement benefits are completely funded by taxpayers with public employees making no contribution toward their own retirement.
[1] See “PERS: Assessing the Liability.”
[2] Utah Legislature, 2010 General Session, Senate Bill 63, Third Substitute.
Geoffrey Lawrence is director of research at Nevada Policy. Lawrence has broad experience as a financial executive in the public and private sectors and as a think tank analyst. Lawrence has been Chief Financial Officer of several growth-stage and publicly traded manufacturing companies and managed all financial reporting, internal control, and external compliance efforts with regulatory agencies including the U.S. Securities and Exchange Commission. Lawrence has also served as the senior appointee to the Nevada State Controller’s Office, where he oversaw the state’s external financial reporting, covering nearly $10 billion in annual transactions. During each year of Lawrence’s tenure, the state received the Certificate of Achievement for Excellence in Financial Reporting Award from the Government Finance Officers’ Association. From 2008 to 2014, Lawrence was director of research and legislative affairs at Nevada Policy and helped the institute develop its platform of ideas to advance and defend a free society. Lawrence has also written for the Cato Institute and the Heritage Foundation, with particular expertise in state budgets and labor economics. He was delighted at the opportunity to return to Nevada Policy in 2022 while concurrently serving as research director at the Reason Foundation. Lawrence holds an M.A. in international economics from American University in Washington, D.C., an M.S. and a B.S. in accounting from Western Governors University, and a B.A. in international relations from the University of North Carolina at Pembroke. He lives in Las Vegas with his beautiful wife, Jenna, and their two kids, Carson Hayek and Sage Aynne.
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