8 Ways to Make Your Participation Education Plan Rock
As a numbers guy – in the insurance industry to boot – one might be surprised to know that I enjoy playing the guitar as much as I love analyzing tax-exempt retirement plans!
I’ve learned it’s one thing to own a really cool guitar (and having it sit in the corner collecting dust), but it’s another to pick it up and practice regularly so you can truly enjoy it.
Maybe the same is true for some employers with their participant education plan. The plan might look good on paper, but could use a little work in order to hit the right notes with employees. So I’d like to provide some best practices to help you create a participant education plan that can rock.
- Draft an Education Policy Statement. I contend it’s as important as an investment policy statement. It should clearly state the objectives of participant education, and include ways to measure progress toward those objectives.
- Create a written plan. The plan should tie in to the education policy statement by outlining all of the tactics used. These could include educational meetings, the messages to be delivered, who performs the various functions and a plan to review results.
- Clearly define objectives – in the policy statement as well as the written plan. Reasonable objectives should go beyond simple plan participation and designed to help ensure that all participants have adequate savings at retirement.
- Hold both group and individual meetings. They are an effective way to communicate with participants, especially with tax-exempt employers. Individual meetings can supplement general information given at group meetings, yet tailored to the specific needs of each participant.
- Determine what you want to tell participants. You may have a particular message you want participants to hear – like how they receive a valuable benefit that’s paid for by the organization. Or you want to increase participant awareness about retirement readiness. Make sure the education communication is delivered consistently, without different or conflicting messages mixed in.
- Provide tools participants can easily use to help them achieve their goals. Retirement and financial calculators are good, but additional tools that allow participants to work toward and track progress toward objectives are better.
- Review the quality and credentials of individuals providing the education. This can be an area in particular where you get what you pay for.
- Monitor progress against the plan and make adjustments when necessary. While no plan is perfect, a quality education plan will take into account what is learned from experience, as well as shifting demographics in the plan.
Since retirement plans are designed to give participants a vehicle that helps them save and prepare for retirement, they need to be accompanied by an education plan that compels them to take action and make decisions – not collect dust.
So…does your participant education plan rock? Let’s chat in the comments.
In addition to blogging here, I also tweet regularly about topics of interest to Tax Exempt plans. Follow me on Twitter: @1aaronfriedman1.
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