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The Principal Financial Well-Being IndexSM News Releases Executive Summaries Office Locations Rates & Values Calculators |
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The Principal Financial Well-Being IndexSM
|
4 Qtr 2005 | U.S. Region East |
U.S. Region Midwest |
U.S. Region South |
U.S. Region West | |
---|---|---|---|---|---|
Planning on lowering the thermostat this winter | 51% | 45% | 58%SIG | 48% | 53% |
Making your home more energy efficient | 33% | 36% | 42%SIG | 27% | 30% |
Saving more on other expenses to pay for a higher heating bill | 22% | 23% | 27% | 19% | 18% |
Switching to a budget billing plan a payment plan that lets you even out your payments throughout the year | 11% | 12% | 18%SIG | 10% | 6% |
No changes made | 34% | 36% | 20%SIG | 40% | 38% |
N=1,213 | N=297 | N=278 | N=385 | N=253 |
SIG= Significant at the 95% confidence level
Table 2
"Have you had to reduce your savings
(e.g., 401(k) contributions) as a result of increases in energy
prices?"
Base: N=1,213 U.S. Adults age 18+
4 Qtr 2005 | U.S. Region East |
U.S. Region Midwest |
U.S. Region South |
U.S. Region West | |
---|---|---|---|---|---|
Yes | 11% | 9% | 11% | 12% | 11% |
No | 89% | 91% | 89% | 88% | 89% |
N=1,213 | N=297 | N=278 | N=385 | N=253 |
Table 3
"Will the hurricanes and/or higher
energy prices make you spend less this holiday season?"
Base: N=1,213 U.S. Adults age 18+
4 Qtr 2005 | U.S. Region East |
U.S. Region Midwest |
U.S. Region South |
U.S. Region West | |
---|---|---|---|---|---|
Yes | 44% | 40% | 48% | 49%SIG | 38% |
No | 56% | 60% | 52% | 51% | 62%SIG |
N=1,213 | N=297 | N=278 | N=385 | N=253 |
SIG= Significant at the 95% confidence level
Natural Disasters
2005 has seen many natural disasters affect people all around the world. We wanted to see what impact it has had on employees in firms of 10-1000 employees. The majority (85%) said they didn't change their financial behavior at all as a result of the natural disasters. As illustrated in table 4, there are no statistically significant differences between regions of the country.
Table 4
"Did the recent series of natural
disasters (Hurricanes Katrina, Rita Wilma, earthquakes in Pakistan) make
you alter your financial behavior in any of the following ways? Please
select all that apply."
Base: N=1,213 U.S. Adults age 18+
4 Qtr 2005 | U.S. Region East |
U.S. Region Midwest |
U.S. Region South |
U.S. Region West | |
---|---|---|---|---|---|
I added or reviewed my current property and casualty insurance. | 8% | 6% | 8% | 9% | 7% |
I established a "rainy day" fund for my family and me in the event of natural disasters. | 7% | 5% | 5% | 8% | 7% |
I added or reviewed my current life insurance. | 5% | 3% | 7% | 4% | 5% |
I looked into moving to a location that is less vulnerable to natural disasters. | 2% | 3% | 1% | 4% | 1% |
I didn't change my behavior at all. | 85% | 87% | 85% | 83% | 85% |
N=1,213 | N=297 | N=278 | N=385 | N=253 |
Benefit Programs Offered at Businesses with 10 to 1,000
Employees
The top benefits offered at firms with 10 to 1,000
employees are Health Insurance (88%), Life Insurance (65%), Defined
Contribution Plans (64%), Free Parking (57%) and Disability Insurance
(48%). In table 5 below, comparisons can be made with the previous year's
benefit offerings. There are some significant differences between
responses from this most recent quarter and 4th quarter 2004 - indicated
with "SIG" below.
Table 5
"What types of benefit programs
(excluding vacation and holidays) does your company currently offer you?
Please select all that apply."
Benefits | 4th Qtr. 2005 | 4th Qtr. 2004 | 3rd Qtr. 2005 |
---|---|---|---|
Health Insurance | 88% | 89% | 88% |
Life Insurance | 65% | 63% | 64% |
Defined Contribution | 64%SIG | 72% | 66% |
Free Parking | 57% | 59% | 63%SIG |
Disability Insurance | 48%SIG | 53% | 51% |
Tuition Reimbursement | 30%SIG | 34% | 32% |
Profit-Sharing/Bonus | 26% | 28% | 23% |
Flex-time | 26% | 28% | 29% |
Defined Benefit | 22% | 20% | 18%SIG |
Stock Options | 11% | 10% | 6%SIG |
Financial Planning | 10% | 10% | 10% |
Personal Banking Services | 8% | 7% | 7% |
Legal Services | 7% | 8% | 8% |
Other | 5% | 4% | 5% |
Executive Benefits | 4% | 5% | 5% |
Child Care Subsidies | 4% | 3% | 3% |
On-site Daycare | 3% | 2% | 3% |
N= 1,213 | N=1,736 | N=1,147 |
SIG= Significant at the 95% confidence level
Benefit Satisfaction
Upon identifying what benefits
they are offered through their employers, employees were asked to rate
their satisfaction with some of the major benefits. Employees are most
satisfied (rating of 8-10 on a 10 point scale) with their Defined Benefit
Plan (62%), Defined Contribution Plan, (54%), Disability Insurance (48%)
and Stock Options (46%). In comparing this quarter's results with the
previous year, there are significant decreases in satisfaction levels for
Life Insurance and Profit sharing/Bonus plans.
Table 6
"Please indicate how satisfied you are
with each benefit program."
(rating of 8, 9 or 10 on a 10 point scale)
Benefits | Satisfaction Top 3 Box 4th Qtr. 2005 |
Satisfaction Top 3 Box 4th Qtr. 2004 |
Satisfaction Top 3 Box 3rd Qtr. 2005 |
---|---|---|---|
Defined Benefit | 62% | 64% | 54% |
Defined Contribution | 54% | 55% | 50% |
Disability Insurance | 48% | 50% | 44% |
Stock Options | 46% | 53% | 34% |
Life Insurance | 45%SIG | 51% | 47% |
Health Insurance | 44% | 45% | 40% |
Profit-Sharing/Bonus | 41%SIG | 52% | 53%SIG |
SIG= Significant at the 95% confidence level
** Sample size varies
by benefit offered
Benefit Importance
All employee respondents were
asked to rate a group of benefits in terms of how important it was to them
on a 10-point scale with 10 being "Very Important." As seen in Table 7,
many benefits have had a significant change from 4th quarter 2004.
Table 7
"Please indicate how important each
benefit program listed below is to you."
(rating of 8, 9 or 10 on a 10
point scale)
Benefits | Importance Top 3 Box 4th Qtr. 2005 |
Importance Top 3 Box 4th Qtr. 2004 |
Importance Top 3 Box 3rd Qtr. 2005 |
---|---|---|---|
Health Insurance | 90% | 90% | 90% |
Defined Contribution | 71%SIG | 75% | 66%SIG |
Defined Benefit | 55%SIG | 51% | 50%SIG |
Disability Insurance | 55%SIG | 50% | 49%SIG |
Life Insurance | 51%SIG | 46% | 44%SIG |
Profit-Sharing/Bonus | 44% | 44% | 38%SIG |
Stock Options | 18% | 20% | 13%SIG |
N=1,213 | N=1,736 | N=1,147 |
SIG= Significant at the 95% confidence level
Each employee respondent was asked to identify what benefits they would most like their employers to offer, aside from those already offered. Defined Benefit Plans top the list with 18%, followed by Profit Sharing/Bonus with 12%.
Table 8
"Which one employee benefit do you most
wish that your company would offer you (excluding vacation and
holidays)?"
Benefits | 4 Qtr. 2005 | 3 Qtr 2005 |
---|---|---|
Defined Benefit Plan | 18%SIG | 25% |
Profit-sharing/bonus | 12%SIG | 15% |
Flex-time | 11% | 11% |
Defined Contribution Plan | 9% | 8% |
Tuition Reimbursement | 6% | 8% |
N=1,212 | N=1147 |
Aside from those benefits employees would like to see added to their employer's benefit programs, they were also asked to identify what benefits they would like to have improved upon. The top two benefits mentioned are Health Insurance (45%) and Defined Contribution Plan (14%). See table 9 for additional detail.
Table 9
"Which one employee benefit (excluding
vacation and holidays) do you most wish that your company would improve
upon?"
Benefits | 4 Qtr. 2005 | 3 Qtr 2005 |
---|---|---|
Health Insurance | 45% | 47% |
Defined Contribution Plan | 14% | 16% |
Profit Sharing/Bonus | 8%SIG | 5% |
Life Insurance | 4%SIG | 2% |
N=1,209 | N=1,147 |
Health Coverage Changes
As noted above, health insurance is the top benefit employees would like their employer to improve upon. To better understand what types of changes employees have seen recently in their health coverage, employees were asked to select from a list those changes they've seen in the past 12 months. As illustrated in table 10, the largest proportion of employees saw an increase in employee co-pays (37%) and increased deductibles (31%).
Table 10
"Over the past 12 months, has your
employer made any of the following changes in your health care
coverage?"
Base: U.S. Adults age 18+ (employees with health insurance)
4 Qtr 2005 | 3 Qtr 2005 | |
---|---|---|
Increased employee co-pays | 37% | 41% |
Increased employee deductibles | 31%SIG | 37% |
Reduced medical benefit coverage options | 16%SIG | 20% |
Offered additional medical benefit coverage options | 7% | 8% |
Moved to HRA or MSA plans | 4% | 4% |
Eliminated employer-sponsored health care benefits | 1% | 2% |
Eliminated retiree health care benefits | 1% | 2% |
None of these changes have occurred | 47% | 43% |
N=1,076 | N=1,049 |
Benefits for Recruit & Retention
Firms with 10
to 1,000 employees offer employee benefits to aid in the recruiting and
retaining of quality employees. To measure how employees react to the
presence of good employee benefits a series of agree statements were
asked. There was a significant decrease in the proportion of employees who
agree that a good employee benefits plan encourages them to work harder
and perform better. The proportion of employees who agree that the company
they work for is concerned about their long-term financial future has also
significantly declined. - see table 11.
Table 11
"Please indicate the extent to which
you agree or disagree with each of the following statements."
Trending Comparison (% of respondents agreeing completely or somewhat) |
Agree 4th Qtr. 2005 | Agree 4th Qtr. 2004 | Agree 3rd Qtr. 2005 |
---|---|---|---|
Having a good employee benefits plan encourages me to work harder and perform better. | 65%SIG | 70% | 68% |
Having a good employee benefits plan keeps me working for my current company. | 62% | 65% | 60% |
My company is concerned about my long-term financial future. | 25%SIG | 33% | 23% |
N=1,213 | N=1,736 | N=1,147 |
SIG= Significant at the 95% confidence level
Employee Financial Well Being
In measuring
employees' attitudes and perceptions about their financial well-being, a
series of different questions were asked of them. First they were asked to
identify how much they agreed with some statements relating to how
concerned they are about their long-term financial future and how happy
they are about their current well-being. As seen in table 12, the
percentage of employees who are very concerned about their long-term
financial future has declined significantly from last year. However, a
significantly smaller proportion of employees than the previous year agree
they are extremely happy about their current financial well-being.
Table 12
"Please indicate the extent to which
you agree or disagree with each of the following statements."
SMB Employee Population (% of respondents agreeing completely or somewhat) |
Agree 4th Qtr. 2005 | Agree 4th Qtr. 2004 | Agree 3rd Qtr. 2005 |
---|---|---|---|
I am very concerned about my long-term financial future. | 73%SIG | 77% | 77%SIG |
I am extremely happy about my current financial well-being. | 29%SIG | 34% | 22%SIG |
I have not yet planned for retirement savings/security. | 25% | 27% | 33%SIG |
N=1,213 | N=1,736 | N=1,147 |
SIG= Significant at the 95% confidence level
Job Security
Job security continues to top the
importance chart when compared to long-term financial future and
challenging work and it has increased significantly since last year. The
importance of challenging work has seen a significant decline since 4th
quarter 2004.
Table 13
"Please rank the following items in
terms of how important it is to you."
Respondent Ranked Item #1 | 4 Qtr 2005 | 4 Qtr 2004 | 3 Qtr 2005 |
---|---|---|---|
Job Security | 52%SIG | 47% | 52% |
Long-Term Financial Future | 36% | 35% | 34% |
Challenging Work | 12%SIG | 19% | 14% |
N=1,213 | N=1,736 | N=1,147 |
SIG= Significant at the 95% confidence level
Investment Changes
Changing market conditions can
spur some individuals to make changes to their investments. To measure
what type of changes employees are making, they were asked to identify if
and how they are moving their retirement savings. Based upon response, 77%
of employees who have retirement savings are not making changes to how
their investments are invested while 23% are - 15% to stable and 9% to
volatile. There was a significant decline in the proportion of people
moving money from volatile investments to stable investments for this year
when compared to last year and a significant increase in the people not
making any changes.
Table 14
"Given the current stock market and
economic conditions, have you made changes in how you have your retirement
savings invested?"
N= (base - those with retirement savings)
4 Qtr 2005 | 4 Qtr 2004 | 3 Qtr 2005 | |
---|---|---|---|
Yes, I moved from more volatile to more stable investments | 15%SIG | 21% | 18% |
Yes, I moved from more stable to more volatile investments. | 9% | 10% | 8% |
No, I have not made any changes | 77%SIG | 69% | 74% |
N=1,007 | N=1,490 | N=1,021 |
Tools to Help You Save for the Future
There was a
significant decline in employees who are satisfied with the tools provided
by their employer-sponsored benefit programs and significant increases in
neutral and dissatisfied responses.
Table 15
"Overall, how satisfied are you with
your employer-sponsored benefit program in providing you with the tools
you need to save for your future?"
4 Qtr 2005 | 4 Qtr 2004 | |
---|---|---|
Very/Somewhat Satisfied | 45%SIG | 53% |
Neither Satisfied/Dissatisfied | 25%SIG | 21% |
Very/Somewhat Dissatisfied | 30%SIG | 26% |
N=1,213 | N=1,736 |
SIG= Significant at the 95% confidence level
Roth 401(k) and Roth 403(b)
Roth 401(k)'s and Roth
403(b)'s are an option employers can provide to their employees if they
choose. Employees were asked a series of questions to help us better
understand public awareness, availability and perception of the Roth
401(k) and Roth 403(b). As seen in Table 16, almost three in five (58%)
have heard of a Roth 401(k) or 403(b) prior to this survey. Table 17 shows
there is a high level of interest in the Roth 401(k) or 403(b) with 72%
saying they would be interested if their employer offered it.
It does appear from Table 18 that few employers will be offering it next year with only 6% of the employees being aware that their company will make it an option. 69% of the employees whose company will be offering the Roth 401(k) or 403(b) plan to participate.
Table 16
"Beginning January 1, 2006,
participants can designate a portion of their elective deferral
contributions to a 401(k) or 403(b) plan as after-tax Roth elective
deferral contributions that are includable in gross income. At qualified
distribution, the Roth contributions, including earnings, are tax-free. It
is up to your employer to decide whether or not to offer the Roth 401(k)
or 403(b) option.
Prior to this survey, had you ever heard of a Roth 401(k) or
403(b)?"
Base: N=1,213 U.S. Adults age 18+
4 Qtr 2005 | |
---|---|
Yes | 58% |
No | 42% |
Table 17
"Does the Roth 401(k) or Roth 403(b)
sound like something you would be interested in, if it were offered by
your employer?"
Base: N=1,213 U.S. Adults age 18+
4 Qtr 2005 | |
---|---|
Yes | 72% |
No | 28% |
Table 18
"Is a Roth 401(k) or Roth 403(b)
something your employer will be offering in 2006?"
Base: N=1,213
U.S. Adults age 18+
4 Qtr 2005 | |
---|---|
Yes | 6% |
No | 35% |
Not Sure | 59% |
Table 19
"Do you plan to participate in the
Roth 401(k) or Roth 403(b)?"
N= 67* (base - those whose employer
will be offering in 2006)
4 Qtr 2005 | |
---|---|
Yes | 69% |
No | 23% |
Not Sure | 8% |
* Small base. Data should be used directionally.
Table 20
"How would you prefer to be educated
about the Roth 401(k) or Roth 403(b) option if it were available through
your employer? Please select all that apply."
Base: N=1,213 U.S.
Adults age 18+
4 Qtr 2005 | |
---|---|
Receive information from my employer | 58% |
Receive information from my plan provider | 47% |
Do my own research | 44% |
Talk to a financial advisor | 39% |
Other | 2% |
I am not interested in being educated about this | 8% |
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